Your SlideShare is downloading. ×
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
360 degree appraisal
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

360 degree appraisal

1,106

Published on

Published in: Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
1,106
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
107
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. 360 DEGREEAPPRAISAL submitted by Avinash
  • 2. PERFORMANCE The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
  • 3. APPRAISAL 1. It is anImpartial analysis and evaluation conducted acc ording to established criteria to determine the acceptability, merit, or worthof an item
  • 4. PERFORMANCE APPRAISAL Performance appraisal is the process of systematically evaluating the performance and providing the feedback. OR Performance appraisal is the system of reviewing and evaluating of an individual’s or the team’s performance.
  • 5.  OR Performance appraisal may be defined as an integrative process involving, evaluation of employee’s competence, contributions, improvements, opportunities,and potential for future growth with organizational objective…
  • 6. OBJECTIVE 1. Increased motivation to perform effectively 2. Increased self-esteem of employees 3. Better clarity and definition of job fyunctions and responsibility 4.Valuable communication developed among appraisal participants 5.Reward distributed on fair and credible basis 6. Improve manpower planning
  • 7. WHY PERFORMANCEAPPRAISAL 1. For development decisions A* personal development B* development of skills C* self analysis D* self development planning
  • 8.  2. Administrative decisions A* personal decisions B* removal of deficiencies in performance C* Job redesign
  • 9. METHOD OF PERFORMANCEAPPRAISAL A* PAST ORIENTED 1. Essay appraisal 2. Graphic rating scale appraisal 3. field review appraisal 4. Forced-choice rating appraisal 5. Critical incident appraisal 6.Work standard approach 7. Ranking method appraisal
  • 10.  B* FUTURE ORIENTED 1. Management by objectives appraisal 2.Assessment centres 3.Behaviourally anchored rating scale 4.360-degree appraisal 5.Balanced scorecard.
  • 11. 360-Degree Appraisal 360-degree feedback, also known as multi- rater feedback, or multisource assessment, it is feedback that comes from all around an employee. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders
  • 12. What is 360° feedback? Behavioural: A tool which gives you insight into the way others perceive you as a leader- manager, based on your behaviours Multidimensional: Opinions are gathered from you, your manager, your peers and your staff Developmental: A critical supplement to goal-based performance assessment for leader-managers
  • 13. Companies practicing 360degree 1.wipro 2.infosys 3.Reliance industries 4maruti 5 HCL
  • 14. History The German Military first began gathering feedback from multiple sources in order to evaluate performance during World War II .
  • 15. Merits 1. excellent employee development tool 2. Accurate and reliable 4. More objective being multi-rater system
  • 16.  A more balanced view of individual performance - everyone who interacts with you Powerful - more likely to prompt behaviour change, where arequired Reveals unique information not captured through day to day interactions (reflection) Source of relInformative - tells you what other people want from you Development focused - a self directed learning tool reiable feedback for managers
  • 17. Demerits Time consuming and coastly Sensitive to organization May damage self-esteem of employees if the feedback is brutal Difficult to implement in cross-functional teams

×