This PPT facts is based on how 720 degree performance appraisal will benefited Industries

1. 720 DEGREE OF PERFORMANCE APPRAISAL:
THE NEW MENTHOD OF PERFORMANCE
MANANGMENT: A CESE STUDY ON HERITAGE
VISION EDUCATION TRUSR, BBSR
By
Dr. Srinibash Dash
Assistant Professor
Department of Professional Courses
Gangadhar Meher University
Sambalpur
Dash.srinibash@gmail.com

2. FRAMEWORK OF PRESENTATION
Introduction On 720 degree of PA
Review of Literature on about the 720 PA
Definition and classification Boss
Modern tools for 720 degree PA
Merit and demerit of the methods
Cases like NTPC, IBM, WIPRO, INFOSYS AND BPO’S
720 degree performance appraisal to be a new tool
for HVET.

3.  WHAT IS 720 DEGREE PERFORMANCE APPRAISAL TOOL
720 Degree performance
appraisal is evaluated in
terms of Quality, quantity,
time and cost and also
analyses the value that the
employee adds to the goals
of the organization.
Hence the 720 degree appraisal
was introduced when the employees
performance is measured, analyzed and
targets are set in the first appraisal and
after a short period his
performance is measured again
and proper feedback and guidance
is given to ensure that the
employee achieves the target.
720 degree performance appraisal is an
integrated method of performance appraisal
where, the performance of an employee is
evaluated from 360 degrees (Management,
Colleagues, Self and also customers) and timely
feedback is given and performance is evaluated
again based on the targets that are set.
“Your performance depends on your people. Select the best, train them and back
them. When errors occur, give sharper guidance cum mentor. If errors persist or
if the fit feels wrong, help them move on. (Donald Rumsfeld)

4. RRE
REVIEW OF LETERATURE OF 720 DEGREE PERFORMANCE
APPRAISAL“ BOSSES ARE THE REAL RATEER FOR
RATEES”
720 degree appraisal method‟. „720 degree appraisal method‟ aims at
monitoring, measuring, giving feedback and encouraging the employees to achieve
the goal and for the New Economy companies, (International Journal of
Multidisciplinary Research ).
Susan M. Heathfield, in her article, “Performance Appraisals Don't Work” due
to that Appraisers and Appraised are uncomfortable for the process of performance
appraisal. Hence it is necessary to have a proper organized and well recorded
method for performance appraisal so that the appraiser and the appraised will have
a synergetic environment. Hence, 720 Degree performance appraisal is a method
that gives paramount importance to feedback as there is a pre and post feedback
session with the central stage of boss.
Rick Gal breath has stated in his research that 720 degree performance tools
as a more intense, personalized and above all greater review of the upper level
managers that brings in the perspective of their customers or investors, as well as
subordinates. Also, he stated that the boss sits down with the employee again a
second time and gives him feedback and tips on achieving the set targets and boos
is the ultimate decision maker for feedback on the process 720 degree.

5. PROBLEM BOSS VS. STAR BOSS FOR 720 DE
PROBLEM BOSS STAR BOSS
Role of the
Team
The Bad Boss expects the
team to serve
The Good boss serves the
team.
Command vs.
Participate
Bad Bosses command others to
do what they are no longer
willing to do themselves.
Good boss never ask from the
team, what they are unwilling to do
themselves.
Role of the
Mission
Bad Bosses sit on top of the
mission.They use the mission
to promote themselves
In contrast, Good boss focus on
the mission for the mission’s sake.
Expectations of
Self
Bad Bosses expect to reap
rewards from the hard work that
got them to their position.
The Good boss understands the
workload only increases as they
progress.
Sinceyourbossbestunderstandsyourcapabilities,
limitations,hencehewillbebestabletoprovide
1. Real time
feedback
2. Advice
incorporated
into your daily
tasks and
responsibilities
3. Insight your
personal
strength and
weakness
4. Personal
advice for
professionalism

6. NTPC(NATIONAL THERMAL POWER CORPORATION)
Employers Key Drivers to for competency mapping for
employees
NTPC  Competitive and performance based Promotion
 Opportunities to grow, learn and implement lev. and
Schwartz model(Economic value method)
 Competency based recruitment
Case study on NTPC takes lesson from Wipro
20,000 Cr. Public Sector Power Plant NTPC’s Human resource development
team
Had return from a visit to Wipro's Head quarter in Bangalore because
competitor Reliance Energy
NTPC has already hired about 400 entry level engineers through competency
based recruitment
NTPC utilizes the lev. and Schwartz model(Economic value method) to
access the employee competency model. Hence, NTPC has been awarded for
Human Resource Utilization at the PSU Awards 2014 held in New Delhi on
November 7, 2014.

7. IBM & INFOSYS
Employers Key Drivers to for competency mapping for employees
IBM
Infosys
WIPRO
 Managers at IBM use of their knowledge to select and
train their subordinates for future mentor.
 Every employee is asked to fill up a questionnaire
(PREPARATION OF ROLE PROFILE) that asks them what
they are doing and what skills and abilities are needed
to have to perform it well
 DEREVATIVE MODEL Economic values vs. customer
values (ESOP,MBWA.
 Infosys Leadership Institute (ILI)
 360 degree performance appraisal system
 Encourage “employee ambassadorship
Employee perception survey is conducted annually by an
external agency helps to understand the requirements for
high employee morale.
• The hard work and contribution of each employees will
never go unnoticed at Wipro.
• 360 degrees appraisal system

8. WIPRO
Employers Key Drivers to for competency mapping for employees
BPO Motivational competencies
Continuous Learning
Perseverance
Achievement Orientation
Time Management
Social Competencies
Team Work
Interpersonal Skills
Responsibility
Customer Satisfaction
Intellectual Competencies
Communication
Creativity
Analytical Ability
Planning & Organising
Emotional Competencies
Initiative
Optimism
Self-Confidence
Leadership
Managing Stress
Managing Change

9. Benefits employee competency
Mapping:
FORTHEORGANISATION
FORTHEEMPLOYEES
 Establish expectations for
performance excellence and
reduced the honeymoon period
for expatriate and repatriate
 Improved job satisfaction and
better employee retention
 Good Employer Branding
Provide a common
understanding of scope and
requirements of a specific role
 Successor planning so that
enable employees to move across
business boundaries.
Eagerly accepting cultural
shock and preparing for
mastery stage
Provide a more specific and
objective assessment of their
strengths and the tools
required to enhance their
skills
 More clear on career
related issues
 Loves wives not for
organization

11. THANK YOU