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360 degree appraisal

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  • 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