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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
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
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
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360 degree appraisal

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Short Description about 360' Appraisal.

Short Description about 360' Appraisal.

Published in: Business, Technology
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  • 1. 360 DegreeAppraisal
  • 2. Involves collectingperceptions about aperson’s behavior
  • 3. The impact of the behaviorperceived by the boss, colleagues,subordinates, internal and external customers and suppliers
  • 4. Also called as multi-raterfeedback, multi-sourcefeedback, full circle appraisaland group performance review
  • 5. Raters are those who regularlyinteract with the employee.
  • 6. The purpose of the feedback istoAssist each individual tounderstand his strengths andweakness
  • 7. Contribute insights into aspectsof work that needs professionalimprovement
  • 8. Major considerations in usingthe 360 degree feedbackSelect the feedback tool andprocess
  • 9. Select the raters
  • 10. Use the feedbackReview the feedback
  • 11. Manage and integrate theprocess into a larger PMS
  • 12. Features of the 360 DegreeAppraisal
  • 13. Improved feedback fromsources Well-rounded feedback frompeers, reporting staff, coworkersand supervisors. A definiteimprovement over in thefeedback from only the superior.
  • 14. Save manager’s time
  • 15. Team developmentHelps team members to workmore effectively together.Makes team members moreaccountable to each other bysharing knowledge input abouteach member’s performance
  • 16. Personal and organizationaldevelopment One of the best methods ofunderstanding personal andorganizational developmentneeds
  • 17. Responsibility for careerdevelopmentfeedback is more accuratemore reflectivemore validatinguseful for career and selfdevelopment
  • 18. Reduced discrimination riskas it is multi-sourcebiases are minimum
  • 19. Improved customer servicesImprovesqualityreliabilitypromptnesscomprehensiveness of productsand services
  • 20. Training needs assessmentsprovides information to improvetraining and make them morerelevant
  • 21. Benefits of 360 degreeappraisal
  • 22. To the individual Helps to understand howpeople each otherIt uncovers blind spotsPerformances can be bettermanagedQuantifiable data on soft skills isavailable
  • 23. To the teamIncreases communicationbetween the teamGenerates a higher level of trustIncreases team effectiveness
  • 24. To the organization1.Reinforces organizationalculture,openess and trust2.Provides better opportunitiesfor career development3.Improves customer services4.Facilitates in conductingrelevant training programs
  • 25. Potential appraisalIndicates a latent but unrealizedabilityCompetence is not an automaticindicator of potential
  • 26. Indicators of potential
  • 27. A sense of reality-thinking and acting objectivelywith enthusiasm
  • 28. Imaginationgoing beyond conventionalapproaches of work
  • 29. Having analytical skillscan breakdown and reformulatecomplicated situations
  • 30. Has breadth of visionCan visualize a problem from amuch broader frame ofreference and can understandthe inter relationships
  • 31. PersuasivenessAbility to sell ideas andgain continuing commitment
  • 32. Has a well-defined career path
  • 33. Assessment centers
  • 34. It is a process of multipleassessment done by severalindividuals using a variety ofgroup and individual exercises
  • 35. Essential elements in theprocessJob analysisBehavioral classificationAssessment techniquesMultiple assessmentsSimulations
  • 36. Uses of the assessment centersIn recruitment and trainingIn early identification ofpersonnelIn detecting training anddevelopment needsIn organizational planning
  • 37. Career planning
  • 38. It is a sequence of positionsoccupied by a person during thecourse of his lifetime
  • 39. Career is an amalgam of valuesattitudes and motivation
  • 40. Objectives of career planningTo attract and retain the rightemployees in the organization
  • 41. To map out the careers basedupon ability and willingness tobe trained
  • 42. To ensure satisfied and stableworkforceTo utilize managerial talent at alllevels in the organization
  • 43. To improve employee moraleand motivation by matchingskills and opportunities
  • 44. Helps in improving higherproductivity and organizationaldevelopment
  • 45. Career anchorsFactors useful for selectingcareers
  • 46. Managerial competence Quality interpersonal,analytical and emotionalcompetence
  • 47. Functional competencedevelop technical competence
  • 48. Securitystable jobs and loyalty toorganizations
  • 49. Creativityand AutonomyHas an entrepreneurial attitude
  • 50. Technological competencereadily accept change andadapt to it

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