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360 DEGREE APPRAISAL<br />Presented By:<br />AneelAhmed Khan<br />Syed Shakil Hashmi<br />
WHAT IS 360 DEGREE APPRAISAL?<br /><ul><li>360-degree Appraisal is an assessment process used to improve managerial effect...
Subordinates (employees who work for the manager)
Peers (fellow managers)
Managers (senior management)
Customers
Suppliers </li></li></ul><li>HOW DOES 360 DEGREE HELP ?<br /><ul><li>  Regular discussion of performance
  Identification of strengths for career development
  Identification of weaknesses for training
  Salary recommendations
  A well designed performance appraisal system is   associated with increased profitability</li></li></ul><li>HOW IS FEEDB...
This process will not suit all companies. One should assess how well it would fit with the current culture before launchin...
Manager involvement
Prevent gaming
Statistical techniques
Avoid and reduce biases</li></li></ul><li>TRAINING APPRAISERS<br />Train appraisers to eliminate rater error<br /><ul><li>...
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360 degree appraisal

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Transcript of "360 degree appraisal"

  1. 1. 360 DEGREE APPRAISAL<br />Presented By:<br />AneelAhmed Khan<br />Syed Shakil Hashmi<br />
  2. 2. WHAT IS 360 DEGREE APPRAISAL?<br /><ul><li>360-degree Appraisal is an assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of their effectiveness, and their performance and development needs.</li></li></ul><li>WHAT THE PROCESS INVOLVES<br />Obtaining feedback from the manager's key contacts.<br />These would normally include:<br /><ul><li>The Manager (him/herself)
  3. 3. Subordinates (employees who work for the manager)
  4. 4. Peers (fellow managers)
  5. 5. Managers (senior management)
  6. 6. Customers
  7. 7. Suppliers </li></li></ul><li>HOW DOES 360 DEGREE HELP ?<br /><ul><li> Regular discussion of performance
  8. 8. Identification of strengths for career development
  9. 9. Identification of weaknesses for training
  10. 10. Salary recommendations
  11. 11. A well designed performance appraisal system is associated with increased profitability</li></li></ul><li>HOW IS FEEDBACK OBTAINED?<br /><ul><li>By using a questionnaire which asks participants to rate the individual according to observed behaviors - usually managerial or business-specific competencies.
  12. 12. This process will not suit all companies. One should assess how well it would fit with the current culture before launching a scheme and a pilot scheme is worth building into the program.</li></li></ul><li>SUGGESTIONS FOR AN EFFECTIVE 360 DEGREE APPRAISAL<br /><ul><li>Anonymous feedback
  13. 13. Manager involvement
  14. 14. Prevent gaming
  15. 15. Statistical techniques
  16. 16. Avoid and reduce biases</li></li></ul><li>TRAINING APPRAISERS<br />Train appraisers to eliminate rater error<br /><ul><li>Error of central tendency
  17. 17. Leniency or strictness error
  18. 18. Recency error
  19. 19. Contrast error
  20. 20. Similar to me error</li></li></ul><li>PERFORMANCE APPRAISAL METHODS<br /><ul><li>Trait Methods</li></ul>Graphic rating scales<br />Mixed standard scales<br />Forced choice method<br />Essay method<br />
  21. 21. PERFORMANCE APPRAISAL METHODS<br /><ul><li>Behavioral Method:</li></ul>Critical incidents method<br />Behavioral checklist method<br />Behavioral anchored rating scales (BARS)<br />Behavioral observation scale (BOS)<br /><ul><li>Result Method:
  22. 22. Productivity measure
  23. 23. MBO</li></li></ul><li>CONDUCTING THE APPRAISAL INTERVIEW<br /><ul><li>Ask for self assessment
  24. 24. Invite participation
  25. 25. Express appreciation
  26. 26. Minimize criticism
  27. 27. Change behavior, not the person
  28. 28. Focus on solving problems
  29. 29. Be supportive
  30. 30. Establish goals
  31. 31. Follow up day-to-day</li></li></ul><li>
  32. 32.
  33. 33.
  34. 34.
  35. 35.
  36. 36. Thank you<br />
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