360 Degree Feedback
•
46 likes•22,913 views
360-degree feedback involves collecting performance evaluations from multiple sources, including supervisors, peers, direct reports, and sometimes customers. It aims to provide a well-rounded assessment by gathering perspectives from different relationships. Key benefits include increased self-awareness, understanding strengths and areas for development, and promoting open communication. However, it requires careful implementation to gain acceptance and provide constructive feedback for improvement rather than criticism.
Report
Share
Report
Share
![Background ,[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
360 Degree Feedback PPT
360 degree feedback involves collecting performance evaluations from an employee's supervisor, peers, direct reports, and sometimes customers or other external stakeholders. It aims to provide employees with a more comprehensive assessment of their performance than traditional top-down feedback from just supervisors. Key components include self-evaluations, supervisor evaluations, and evaluations from subordinates, peers and others. The process involves identifying an employee's strengths and areas for development based on feedback across multiple rating sources to facilitate professional growth.
Performance Appraisal ppt [hrm]
The document discusses various aspects of performance appraisal including definitions, objectives, processes, methods, issues, advantages, and disadvantages. Specifically, it defines performance appraisal as evaluating an employee's job performance and sharing feedback to improve. It lists objectives for both employees and organizations. It outlines the typical performance appraisal process and describes traditional and modern methods like graphic rating scales, forced choice, critical incidents, field review, behavioral anchored rating scales, and 360 degree/MBO approaches. It also notes some common issues and both advantages like motivating employees and disadvantages like potential bias.
Performance counseling
Sam's performance at work has declined significantly in recent weeks. He has been late to work several times and his productivity has fallen below standards. The counselor calls Sam in for a performance counseling meeting to address these issues. The counselor will review documentation of Sam's poor performance and late arrivals. They will give Sam a chance to explain the reasons for the decline and to develop a plan to improve his performance and get his career back on track. The counselor will focus on having an open discussion and resolving the issues, while also making it clear that improved performance is required to keep his job.
Performance appraisal concepts and method
This document discusses various methods used for performance appraisal. It describes past-oriented methods like rating scales, confidential reports, essays and checklists that evaluate past performance. Future-oriented methods like management by objectives, 360-degree feedback, and psychological appraisals focus on future potential. The document emphasizes that performance appraisal is important to set goals, recognize performance, guide progress, identify problems, and improve performance. It also leads to competitive advantage by improving strategy, behavior, decision-making and ensuring legal compliance.
Performance Appraisal
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
360 degree final ppt
The document discusses 360-degree performance appraisals. It explains that 360-degree appraisals involve collecting feedback about an employee from their manager, peers, direct reports, and customers. The process aims to provide a more comprehensive view of an employee's performance. Some key advantages are that it provides honest assessments from multiple perspectives and helps employees identify strengths and areas for development. However, 360-degree appraisals also have potential disadvantages like bias and lack of validity if not implemented correctly. The document also provides tips for effective implementation and training of appraisers.
Performance review training for managers
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
360 Degree Feedback
This document discusses 360 degree feedback, which offers benefits to individuals, teams, and organizations by providing recognition, development opportunities, and alignment of efforts. There are eight common appraisal techniques and ten main steps to implementing 360 degree feedback successfully. It can be used for employee development and performance appraisal. Organizations must ensure top management support, the right conditions, and address common reasons for failure, such as unclear purpose and lack of stakeholder involvement, to successfully adopt 360 degree feedback.
Recommended
360 Degree Feedback PPT
360 degree feedback involves collecting performance evaluations from an employee's supervisor, peers, direct reports, and sometimes customers or other external stakeholders. It aims to provide employees with a more comprehensive assessment of their performance than traditional top-down feedback from just supervisors. Key components include self-evaluations, supervisor evaluations, and evaluations from subordinates, peers and others. The process involves identifying an employee's strengths and areas for development based on feedback across multiple rating sources to facilitate professional growth.
Performance Appraisal ppt [hrm]
The document discusses various aspects of performance appraisal including definitions, objectives, processes, methods, issues, advantages, and disadvantages. Specifically, it defines performance appraisal as evaluating an employee's job performance and sharing feedback to improve. It lists objectives for both employees and organizations. It outlines the typical performance appraisal process and describes traditional and modern methods like graphic rating scales, forced choice, critical incidents, field review, behavioral anchored rating scales, and 360 degree/MBO approaches. It also notes some common issues and both advantages like motivating employees and disadvantages like potential bias.
Performance counseling
Sam's performance at work has declined significantly in recent weeks. He has been late to work several times and his productivity has fallen below standards. The counselor calls Sam in for a performance counseling meeting to address these issues. The counselor will review documentation of Sam's poor performance and late arrivals. They will give Sam a chance to explain the reasons for the decline and to develop a plan to improve his performance and get his career back on track. The counselor will focus on having an open discussion and resolving the issues, while also making it clear that improved performance is required to keep his job.
Performance appraisal concepts and method
This document discusses various methods used for performance appraisal. It describes past-oriented methods like rating scales, confidential reports, essays and checklists that evaluate past performance. Future-oriented methods like management by objectives, 360-degree feedback, and psychological appraisals focus on future potential. The document emphasizes that performance appraisal is important to set goals, recognize performance, guide progress, identify problems, and improve performance. It also leads to competitive advantage by improving strategy, behavior, decision-making and ensuring legal compliance.
Performance Appraisal
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
360 degree final ppt
The document discusses 360-degree performance appraisals. It explains that 360-degree appraisals involve collecting feedback about an employee from their manager, peers, direct reports, and customers. The process aims to provide a more comprehensive view of an employee's performance. Some key advantages are that it provides honest assessments from multiple perspectives and helps employees identify strengths and areas for development. However, 360-degree appraisals also have potential disadvantages like bias and lack of validity if not implemented correctly. The document also provides tips for effective implementation and training of appraisers.
Performance review training for managers
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
360 Degree Feedback
This document discusses 360 degree feedback, which offers benefits to individuals, teams, and organizations by providing recognition, development opportunities, and alignment of efforts. There are eight common appraisal techniques and ten main steps to implementing 360 degree feedback successfully. It can be used for employee development and performance appraisal. Organizations must ensure top management support, the right conditions, and address common reasons for failure, such as unclear purpose and lack of stakeholder involvement, to successfully adopt 360 degree feedback.
Performance Management
Concept and objectives, prerequisites, dimensions of Performance
Management, factors affecting Performance Management, Performance Management and Performance
Appraisal
Performance Management System
The document discusses performance management and performance appraisal. It defines performance management as a process where managers and employees work together to set expectations, review results, and reward performance. Performance appraisal is defined as a formal system to periodically review and evaluate an individual's or team's job performance. The document also discusses different methods of performance appraisal and common problems with performance appraisal systems.
Performance Appraisal Objectives and Methods
Simple explanation on the concepts of performance appraisal, traditional and modern methods of appraising performance as while as performance-based management.
Performance management system
The document discusses performance management systems (PMS), which provide a structured approach to communicate business strategy, establish performance expectations, facilitate management, and measure and motivate performance. A key part of PMS is setting employee performance expectations, maintaining ongoing performance dialogue, and conducting annual performance appraisals. PMS also includes procedures for addressing underperformance, encouraging development, training managers, and resolving disputes. The goals of PMS are to guide employee efforts, assess individuals, teams, and the organization, and inform decisions around promotions, pay, and training needs.
Performance management
The document discusses performance management and performance appraisal, including defining performance management, the purposes and processes of performance appraisal, methods for conducting performance appraisals, and common problems that can arise with performance management systems such as bias, manipulation, and creating anxiety for employees. Performance management aims to ensure employees meet organizational goals through ongoing feedback, while performance appraisal evaluates past performance for administrative purposes.
360 Degree Leadership Feedback and Assessment- a Leadership and Management De...
360 Degree Assessment Tool Used for leadership development initiatives
1. multi-rater feedback,
2. multi source feedback,
3. multi source assessment,
360 Degree Assessment Tools are used for learning and development. 360 Degree Assessment Tools are helpful: -
1. For understanding leaders’ effectiveness
2. For helping leaders identifying their strengths
3. For improving leader’s self-awareness around critical leadership competencies
4. For sharing powerful insights into how the people we work with perceive my leadership styles
5. For identifying organizations development needs,
6. For identifying what’s most important in order to attain organization’s strategic goals
360-degree assessment tool provides comprehensive view of yourself through feedback from: -
your colleagues,
people you report to,
your boss,
other stakeholders
Rajeev Ranjan
Principal, Teacher- Trainer
www.rajeevelt.com
360 performance appraisal
The document discusses 360 degree performance appraisals. It explains that 360 degree appraisals involve collecting feedback on an employee's performance from subordinates, peers, managers, customers, and suppliers. The process involves distributing questionnaires to these sources to rate the employee on various competencies. Some advantages are that it provides a more complete view of performance and helps employees improve. However, 360 degree appraisals can fail if not implemented properly, due to issues like bias, lack of commitment, and difficulty analyzing results. The document also provides details about how to conduct 360 degree appraisals and addresses related topics like training appraisers, making the process effective, and conducting appraisal interviews.
Performance Management Cycle
Performance management cycle helps the employee to align their goals with organizational goals. The four stages in performance management cycle are planning, monitoring, reviewing and rewarding
For more information visit
https://www.hrhelpboard.com/performance-management/performance-management-cycle.htm
Leadership - Concepts & Theories
The document discusses various theories and concepts related to leadership. It defines leadership as a process where a person influences others to accomplish an objective and directs an organization. The document outlines four factors of leadership: the leader, followers, situation, and communication. It also discusses different leadership styles such as authoritarian, democratic, paternalistic, and laissez-faire. Finally, the document presents Robert Blake and Jane Mouton's Managerial Grid model which illustrates different leadership behaviors based on concern for tasks and concern for people.
Hr audit
This document provides an overview of conducting an HR audit. It begins with an introduction on the importance of measuring HR practices and programs. It then outlines the typical agenda covered in an HR audit, including challenges for the HR department, purposes and objectives of an audit, benefits, frequency, principles, types of audits, scope, measures, standards, and the tasks of auditors.
The document delves into the various phases of an HR audit process - the foundational/initiation phase which involves planning and set up, the assessment phase which involves analyzing policies and practices against criteria, and the concluding/reporting phase which involves preparing and presenting an audit report with findings and recommendations. Key aspects like developing checklists, formulating
Leading High Performance Teams
This PPT is a tool to help focus a team / group / or stakeholders into a high performance team. It concentrates on results, commitment, processes, communication, and trust.
I created this tool as a means to transition a team through the four stages of team maturity: forming, storming, forming, and performing.
Talent management
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
360 Degree feedback system
This document provides an overview of 360 degree feedback systems. It defines 360 degree feedback as a process that assesses an employee's performance through feedback from their manager as well as peers, direct reports, and customers. The document then describes various types of multi-rater feedback systems ranging from 90 degree to 720 degree. It outlines the advantages and disadvantages of 360 degree feedback as well as common reasons why 360 degree appraisal programs fail. Finally, it provides a detailed 8-step process for implementing a 360 degree feedback system within an organization.
Manager Performance Management Training
This document outlines the goals and process of a performance management program. It discusses defining job duties and performance standards, providing ongoing feedback, and conducting mid-year and final performance reviews. The performance management cycle involves planning, feedback, and assessment phases. In the planning phase, duties and standards are established in a Job Responsibilities Worksheet. Feedback involves observing and documenting performance, as well as providing ongoing coaching. Mid-year discussions review progress. The assessment phase includes completing a Self-Rating and Discussion Form for the annual performance review.
Performance management
The document discusses performance management. It begins by defining performance management as the continuous process of identifying, measuring, developing, and aligning individual and team performance with organizational goals. It distinguishes performance management from performance appraisal, noting that the former is strategic, ongoing, and driven by line managers, while the latter is an annual assessment driven by HR. The document outlines the components of a performance management system, including performance planning, appraisal and feedback, rewarding performance, improvement plans, and potential appraisal. It describes the strategic, administrative, informational, developmental, organizational, and documentation purposes of performance management systems.
Performance management 1
Performance management is a strategic process that improves employee performance by aligning individual objectives with organizational goals. It involves continuous feedback, development of skills and capabilities, and rewarding employees for achieving targets. The key aspects of performance management are establishing performance standards, measuring and reviewing performance, providing feedback, and developing employees.
360 DEGREE FEEDBACK
The document discusses 360 degree feedback, which involves gathering feedback about an employee from subordinates, colleagues, supervisors, and a self-evaluation. It is intended to help employees understand their strengths and weaknesses and improve performance. The document outlines the purpose, methods, ratings, advantages, disadvantages, and process of 360 degree feedback. It notes that 360 feedback is a multi-step process involving selecting and surveying raters, producing reports, facilitating feedback sessions, creating development plans, and re-evaluating progress. When implemented correctly, 360 feedback can promote self-awareness, transparency, and improved team performance.
Performance appraisal
This document discusses performance appraisals, which are used to evaluate employees' performance and potential. It outlines the steps in conducting performance appraisals, including establishing standards, designing an appraisal program, appraising performance, conducting performance interviews, and using appraisal data appropriately. The objectives and benefits of performance appraisals are also summarized, such as helping employees improve, determining training needs, and identifying high and low performers. Finally, common methods for conducting appraisals are described at both the individual and group level.
Performance Management System
The document discusses effective performance management systems, outlining that they should align with organizational strategy and culture, be practical and easy to use, and monitor both results and behaviors. It also provides details on the key aspects of a performance management cycle including planning, monitoring, and reviewing performance. Guidelines are presented for setting goals for employees using the SMART framework and providing constructive feedback.
Ppt on leadership
This document discusses different theories of leadership, including trait theories, behavioral theories, and contingency theories. Trait theories focus on personality traits that differentiate leaders from non-leaders, but no universal traits have been identified. Behavioral theories propose that leadership can be taught and examine specific behaviors. Contingency theories emphasize that leadership effectiveness depends on matching a leader's style to the situation.
360 degree appraisal system
The 360 degree appraisal system involves evaluating an employee's performance from the perspectives of their superiors, peers, subordinates, self, and customers. It provides a more well-rounded assessment compared to traditional top-down evaluations. Some key advantages include facilitating personal and team development, driving change, and supporting learning organizations. Potential disadvantages include increased bias due to more raters and time/resource intensiveness. Accuracy varies depending on how long the raters have known the employee.
360 Degree Appraisal
360 degree appraisal is a systematic collection of performance data on an individual from their supervisor, peers, direct reports, and customers. It measures behaviors and competencies using feedback from all sources around the employee. While it can be used for self-development, training, and incentives, it is also time-consuming, requires significant preparation like training and communication, and runs the risk of biased or retaliatory responses if not implemented carefully. An organization should ensure top management support, communicate goals clearly, provide training, and make cultural changes gradually before adopting a 360 degree appraisal system.
More Related Content
What's hot
Performance Management
Concept and objectives, prerequisites, dimensions of Performance
Management, factors affecting Performance Management, Performance Management and Performance
Appraisal
Performance Management System
The document discusses performance management and performance appraisal. It defines performance management as a process where managers and employees work together to set expectations, review results, and reward performance. Performance appraisal is defined as a formal system to periodically review and evaluate an individual's or team's job performance. The document also discusses different methods of performance appraisal and common problems with performance appraisal systems.
Performance Appraisal Objectives and Methods
Simple explanation on the concepts of performance appraisal, traditional and modern methods of appraising performance as while as performance-based management.
Performance management system
The document discusses performance management systems (PMS), which provide a structured approach to communicate business strategy, establish performance expectations, facilitate management, and measure and motivate performance. A key part of PMS is setting employee performance expectations, maintaining ongoing performance dialogue, and conducting annual performance appraisals. PMS also includes procedures for addressing underperformance, encouraging development, training managers, and resolving disputes. The goals of PMS are to guide employee efforts, assess individuals, teams, and the organization, and inform decisions around promotions, pay, and training needs.
Performance management
The document discusses performance management and performance appraisal, including defining performance management, the purposes and processes of performance appraisal, methods for conducting performance appraisals, and common problems that can arise with performance management systems such as bias, manipulation, and creating anxiety for employees. Performance management aims to ensure employees meet organizational goals through ongoing feedback, while performance appraisal evaluates past performance for administrative purposes.
360 Degree Leadership Feedback and Assessment- a Leadership and Management De...
360 Degree Assessment Tool Used for leadership development initiatives
1. multi-rater feedback,
2. multi source feedback,
3. multi source assessment,
360 Degree Assessment Tools are used for learning and development. 360 Degree Assessment Tools are helpful: -
1. For understanding leaders’ effectiveness
2. For helping leaders identifying their strengths
3. For improving leader’s self-awareness around critical leadership competencies
4. For sharing powerful insights into how the people we work with perceive my leadership styles
5. For identifying organizations development needs,
6. For identifying what’s most important in order to attain organization’s strategic goals
360-degree assessment tool provides comprehensive view of yourself through feedback from: -
your colleagues,
people you report to,
your boss,
other stakeholders
Rajeev Ranjan
Principal, Teacher- Trainer
www.rajeevelt.com
360 performance appraisal
The document discusses 360 degree performance appraisals. It explains that 360 degree appraisals involve collecting feedback on an employee's performance from subordinates, peers, managers, customers, and suppliers. The process involves distributing questionnaires to these sources to rate the employee on various competencies. Some advantages are that it provides a more complete view of performance and helps employees improve. However, 360 degree appraisals can fail if not implemented properly, due to issues like bias, lack of commitment, and difficulty analyzing results. The document also provides details about how to conduct 360 degree appraisals and addresses related topics like training appraisers, making the process effective, and conducting appraisal interviews.
Performance Management Cycle
Performance management cycle helps the employee to align their goals with organizational goals. The four stages in performance management cycle are planning, monitoring, reviewing and rewarding
For more information visit
https://www.hrhelpboard.com/performance-management/performance-management-cycle.htm
Leadership - Concepts & Theories
The document discusses various theories and concepts related to leadership. It defines leadership as a process where a person influences others to accomplish an objective and directs an organization. The document outlines four factors of leadership: the leader, followers, situation, and communication. It also discusses different leadership styles such as authoritarian, democratic, paternalistic, and laissez-faire. Finally, the document presents Robert Blake and Jane Mouton's Managerial Grid model which illustrates different leadership behaviors based on concern for tasks and concern for people.
Hr audit
This document provides an overview of conducting an HR audit. It begins with an introduction on the importance of measuring HR practices and programs. It then outlines the typical agenda covered in an HR audit, including challenges for the HR department, purposes and objectives of an audit, benefits, frequency, principles, types of audits, scope, measures, standards, and the tasks of auditors.
The document delves into the various phases of an HR audit process - the foundational/initiation phase which involves planning and set up, the assessment phase which involves analyzing policies and practices against criteria, and the concluding/reporting phase which involves preparing and presenting an audit report with findings and recommendations. Key aspects like developing checklists, formulating
Leading High Performance Teams
This PPT is a tool to help focus a team / group / or stakeholders into a high performance team. It concentrates on results, commitment, processes, communication, and trust.
I created this tool as a means to transition a team through the four stages of team maturity: forming, storming, forming, and performing.
Talent management
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
360 Degree feedback system
This document provides an overview of 360 degree feedback systems. It defines 360 degree feedback as a process that assesses an employee's performance through feedback from their manager as well as peers, direct reports, and customers. The document then describes various types of multi-rater feedback systems ranging from 90 degree to 720 degree. It outlines the advantages and disadvantages of 360 degree feedback as well as common reasons why 360 degree appraisal programs fail. Finally, it provides a detailed 8-step process for implementing a 360 degree feedback system within an organization.
Manager Performance Management Training
This document outlines the goals and process of a performance management program. It discusses defining job duties and performance standards, providing ongoing feedback, and conducting mid-year and final performance reviews. The performance management cycle involves planning, feedback, and assessment phases. In the planning phase, duties and standards are established in a Job Responsibilities Worksheet. Feedback involves observing and documenting performance, as well as providing ongoing coaching. Mid-year discussions review progress. The assessment phase includes completing a Self-Rating and Discussion Form for the annual performance review.
Performance management
The document discusses performance management. It begins by defining performance management as the continuous process of identifying, measuring, developing, and aligning individual and team performance with organizational goals. It distinguishes performance management from performance appraisal, noting that the former is strategic, ongoing, and driven by line managers, while the latter is an annual assessment driven by HR. The document outlines the components of a performance management system, including performance planning, appraisal and feedback, rewarding performance, improvement plans, and potential appraisal. It describes the strategic, administrative, informational, developmental, organizational, and documentation purposes of performance management systems.
Performance management 1
Performance management is a strategic process that improves employee performance by aligning individual objectives with organizational goals. It involves continuous feedback, development of skills and capabilities, and rewarding employees for achieving targets. The key aspects of performance management are establishing performance standards, measuring and reviewing performance, providing feedback, and developing employees.
360 DEGREE FEEDBACK
The document discusses 360 degree feedback, which involves gathering feedback about an employee from subordinates, colleagues, supervisors, and a self-evaluation. It is intended to help employees understand their strengths and weaknesses and improve performance. The document outlines the purpose, methods, ratings, advantages, disadvantages, and process of 360 degree feedback. It notes that 360 feedback is a multi-step process involving selecting and surveying raters, producing reports, facilitating feedback sessions, creating development plans, and re-evaluating progress. When implemented correctly, 360 feedback can promote self-awareness, transparency, and improved team performance.
Performance appraisal
This document discusses performance appraisals, which are used to evaluate employees' performance and potential. It outlines the steps in conducting performance appraisals, including establishing standards, designing an appraisal program, appraising performance, conducting performance interviews, and using appraisal data appropriately. The objectives and benefits of performance appraisals are also summarized, such as helping employees improve, determining training needs, and identifying high and low performers. Finally, common methods for conducting appraisals are described at both the individual and group level.
Performance Management System
The document discusses effective performance management systems, outlining that they should align with organizational strategy and culture, be practical and easy to use, and monitor both results and behaviors. It also provides details on the key aspects of a performance management cycle including planning, monitoring, and reviewing performance. Guidelines are presented for setting goals for employees using the SMART framework and providing constructive feedback.
Ppt on leadership
This document discusses different theories of leadership, including trait theories, behavioral theories, and contingency theories. Trait theories focus on personality traits that differentiate leaders from non-leaders, but no universal traits have been identified. Behavioral theories propose that leadership can be taught and examine specific behaviors. Contingency theories emphasize that leadership effectiveness depends on matching a leader's style to the situation.
What's hot (20)
360 Degree Leadership Feedback and Assessment- a Leadership and Management De...
360 Degree Leadership Feedback and Assessment- a Leadership and Management De...
Viewers also liked
360 degree appraisal system
The 360 degree appraisal system involves evaluating an employee's performance from the perspectives of their superiors, peers, subordinates, self, and customers. It provides a more well-rounded assessment compared to traditional top-down evaluations. Some key advantages include facilitating personal and team development, driving change, and supporting learning organizations. Potential disadvantages include increased bias due to more raters and time/resource intensiveness. Accuracy varies depending on how long the raters have known the employee.
360 Degree Appraisal
360 degree appraisal is a systematic collection of performance data on an individual from their supervisor, peers, direct reports, and customers. It measures behaviors and competencies using feedback from all sources around the employee. While it can be used for self-development, training, and incentives, it is also time-consuming, requires significant preparation like training and communication, and runs the risk of biased or retaliatory responses if not implemented carefully. An organization should ensure top management support, communicate goals clearly, provide training, and make cultural changes gradually before adopting a 360 degree appraisal system.
360 degree feedback performance appraisal reviews
Essential Steps to 360 Degree Feedback Performance Appraisal Reviews. See the checklist of key points and get the 360 briefing guide from www.pario360.com
CASE STUDY OF Rob Parson
- Rob Parson received high ratings for his professional skills like market knowledge and commitment from his direct manager but lower ratings from colleagues.
- He received mixed ratings for his commercial orientation, particularly regarding relationship management and adherence to firm policies.
- Rob Parson received very low ratings from colleagues for his management skills like leadership, development of people, and management of a diverse workforce.
Case Study on 360 degree marketing (Zindagi Na Milegi Dobara)
This document discusses the 360 degree marketing campaign for the movie Zindagi Na Milegi Dobara. It promoted the movie through various sponsors and partners like Aquafina, Mountain Dew, Land Rover, PVR Cinemas, ING Life Insurance, UTV Movies, Opium Eyewear, GoJiyo, Gillette, Gaana.com, Hungama.com, Aircel, Royal Enfield, SOTC World Famous Tours, and I Need Spain. These promotions involved branded content in the movie, contests, exclusive events, limited edition products, and other integrated campaigns across television, print, outdoor, digital and mobile media to engage the target audience.
Performance Appraisal Objective & methods
This document discusses various performance appraisal methods including:
- Graphic rating scales that assess quantity, quality, knowledge, and attitude of work.
- Ranking and paired comparison methods that compare employee performance.
- Checklists that evaluate performance against critical incidents.
- Essay evaluations of performance.
- Goal setting where supervisors and employees jointly identify objectives and responsibilities.
Performance management-performance-appraisal-is-a-system
Performance management involves systematically evaluating employee job performance and providing feedback to improve performance. It includes performance appraisals that measure performance relative to standards, as well as developmental feedback. Effective performance management benefits employees through improved performance, fairness, and motivation. It also provides administrative benefits to organizations and legal protections when implemented properly.
Performance appraisal methods
This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how several of these methods are implemented.
Performance appraisal
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Performance appraisal
Performance appraisal (PA) is used to evaluate employee performance and potential. It involves both quantitative and qualitative assessments of an employee's job performance over a period of time. PA helps identify employee strengths and weaknesses, set goals, determine training needs, and inform compensation and promotion decisions. Effective PA systems include clear objectives, standardized processes, training for managers, job-related evaluations, documentation, feedback opportunities, and post-appraisal reviews. Traditional methods include graphic rating scales, rankings, and checklists. Modern methods include behavioral anchored rating scales, 360-degree feedback, and management by objectives.
Barriers to effective appraisal
The document discusses performance appraisals, including their objectives, barriers, and technical difficulties. It notes that performance appraisals objectively assess individuals against benchmarks, and serve to identify needs, determine promotions/assignments, and reinforce organizational goals. Barriers include faulty assumptions by managers, psychological biases, and technical issues like unclear criteria and rating distortions.
Purposes of Performance Appraisal
Performance appraisal is the systematic evaluation of employees with respect to their performance on their job and their potential for development. In other words, it is the process of measuring productivity in terms of efficiency and effectiveness.
Test methods in Language Testing
A brief summary of the Test Methods and Test Facets affecting testing performance (Source: Fundamental Considerations in Language Testing - Lyle F. Bachman)
Objective and subjective performance measures
The document discusses objective and subjective methods for measuring performance, with objective measures using tools like stopwatches and tapes to precisely measure elements like time or distance, while subjective measures involve personal judgements of qualities like style that require interpretation; it also notes that measures exist on a continuum between completely objective to highly subjective depending on the sport or skills being assessed.
Perfomance Management SHRM
This document discusses the importance of performance management and development systems for organizations. It outlines key objectives of performance management like human resource planning, personnel decisions, and employee feedback and development. Effective systems separate evaluation from development, specify job-related criteria, use multiple ratings, and provide ongoing feedback. New approaches include team and 360-degree appraisals and competency-based systems. Technology now allows for computer monitoring and online evaluations. Strategic performance management aligns systems with organizational lifecycles, strategies, and competitive environments.
Web Application Development Fundamentals
The document discusses web application development and provides an overview of key concepts including:
- Client-side engineering focuses on browsers and front-end development while server-side engineering deals with backend servers.
- Web application architecture typically involves a client-server model with layers for the presentation, application processing, and data management tiers.
- Common web technologies discussed include PHP, frameworks like Zend and CakePHP, and caching with Zend_Cache to improve performance.
Variable that moderate difference bw dhrm and ihrm
This document discusses factors that influence differences in domestic and international human resource management, including the host country's culture, industry type, reliance on home market, and senior management attitudes. It also outlines forces driving change in the global work environment like competition, mergers and acquisitions, restructuring, and technology advances. These impacts require multinational companies to be flexible, responsive to local needs, share knowledge, and transfer competencies. In response, managers must develop a global mindset, use control mechanisms, facilitate cross-border communication, leverage virtual teams, and offer international assignments.
Identification of variables
The document discusses different types of variables that may be present in research studies. It defines independent and dependent variables as those that are interrelated, with the independent variable being manipulated by the researcher to affect the dependent variable. Research variables are qualities or characteristics that are observed without manipulation. Demographic variables describe characteristics of study subjects, while extraneous variables are uncontrolled factors that may influence dependent variables. The document provides examples of how these different types of variables may appear in descriptive, exploratory, correlational, comparative, experimental, and quasi-experimental study designs.
Hr mis
Human resource MIS systems evolved from paper files located in personnel departments to integrated digital systems. Key aspects of HR MIS include planning personnel needs, developing employee potential, and controlling personnel policies. The majority of firms maintain employee databases, while some also track external nonemployee data. Most firms store databases on central computers, while some use HR computers, operating division computers, or outsource storage. HR MIS provides subsystems and outputs for functions like human resource planning, recruiting, training, compensation administration, and benefits administration.
Basic Web Concepts
The document provides an overview of basic web concepts including definitions of a network, the internet, the world wide web, web pages, home pages, splash pages, types of internet connections, web browsers, basic web design principles, essential elements of web content, and steps for planning a website. It defines key terms like network, internet, www, web page, and home page. It also lists different types of internet connections, web browsers, and basic principles of web design.
Viewers also liked (20)
Case Study on 360 degree marketing (Zindagi Na Milegi Dobara)
Case Study on 360 degree marketing (Zindagi Na Milegi Dobara)
Performance management-performance-appraisal-is-a-system
Performance management-performance-appraisal-is-a-system
Variable that moderate difference bw dhrm and ihrm
Variable that moderate difference bw dhrm and ihrm
Similar to 360 Degree Feedback
360 degree
The document discusses 360 degree performance appraisals, which involve collecting feedback about an employee from supervisors, peers, subordinates, and customers. It notes that while 360 degree appraisals have historical roots in the military, they began to be used experimentally by some corporations in the 1960s and 1970s. The document outlines the potential contributions and cautions of collecting feedback from different sources, as well as some common problems with 360 degree appraisals such as the significant time and costs involved.
360 Degree Feedback
360-degree feedback involves collecting performance evaluations from an individual's subordinates, peers, manager, and sometimes customers or external stakeholders. It provides a more well-rounded view of performance than traditional top-down evaluations. When implemented properly with the right culture and training, 360-degree feedback can help individuals gain self-awareness, support leadership development, and promote organizational growth. However, it requires careful planning and facilitation to achieve these benefits and avoid potential pitfalls like lack of buy-in, unconstructive feedback, or undermining the evaluation process.
360 degree performance_appraisal
The document discusses 360-degree performance appraisals, which gather feedback from supervisors, peers, subordinates, and customers. It provides an overview of the history and concepts behind 360-degree appraisals. It then discusses the different types of appraisers involved - supervisors, self, peers, subordinates, and customers - outlining both the contributions and cautions of each to performance appraisals. Finally, it covers some examples of companies using 360-degree appraisals and both the advantages and problems organizations may face when implementing them.
360 Degree Performance Appraisal
This document provides an overview of 360-degree performance appraisals. It discusses the historical origins and development of 360-degree feedback, the concept and process, potential appraisers including superiors, self, peers, subordinates and customers. It outlines the contributions and cautions of each appraiser type. It also discusses factors for effective 360-degree feedback programs and common problems, concluding that when implemented properly it can lead to improved performance and motivation.
360 - Degrees Performance Evaluation - Najma Kazi
This Presentation is prepared as a supplementary tool for Quantitative Evaluation of Headmaster & Teachers of schools. There is no separate proforma for evaluating the Performance of a Headmaster which is such an important development tool for an Educational Organization.
About 360 degree feedbacks
This is an "About 360 Degree Feedback" presentation & it deals with how 360 Degree Feedback Tools are used in organizations.
Most of this is widely available on the web but the simplest of things are often not understood properly so I have tried to share what I have often taught & coached people on 360 Degree Feedbacks.
Hopefully, this should help any of the aspirants of 360 Degree Feedbacks as well as any companies who are interested in exploring this further.
360 degree performance appraisal Er. S Sood
FOR MBA / HR TRAINEES .. ANOTHER USER ID NAMED engineer sood @ slideshare.net belongs to me.. so plz find some more usefull ppts there also
Introduction to 360 Degree Performance Appraisal.pdf
The document provides an introduction to 360 degree performance appraisals. It discusses that traditional yearly performance appraisals often cause stress for employees and may not be effective. A 360 degree appraisal involves collecting feedback from an employee's supervisor, peers, direct reports, and customers to provide a more well-rounded evaluation. The document outlines the objectives, components, advantages, types, and process for conducting an effective 360 degree appraisal. It aims to provide employees with development opportunities through improved self-awareness, transparency, and identification of training needs to ultimately benefit the organization.
Performance appraisal best practices
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips
Performance appraisal best practices
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips, performance appraisal best practices forms, performance appraisal best practices phrases … If you need more assistant for performance appraisal best practices, please leave your comment at the end of file.
How to do a performance appraisal
In this file, you can ref useful information about how to do a performance appraisal such as how to do a performance appraisal methods, how to do a performance appraisal tips, how to do a performance appraisal forms, how to do a performance appraisal phrases … If you need more assistant for how to do a performance appraisal, please leave your comment at the end of file.
Appraising Performance
The document provides an overview of performance appraisals and strategies for more effective performance management. It discusses traditional appraisal elements and common problems, such as subjective ratings and infrequent feedback. Newer approaches focus on ongoing communication, goal setting linked to business objectives, and coaching. Effective difficult conversations involve preparing, sharing perspectives to understand different views, and collaborating on resolutions.
Articles on performance appraisal
In this file, you can ref useful information about articles on performance appraisal such as articles on performance appraisal methods, articles on performance appraisal tips, articles on performance appraisal forms, articles on performance appraisal phrases … If you need more assistant for articles on performance appraisal, please leave your comment at the end of file.
getting feedback 360 right
360-degree feedback involves employees receiving anonymous feedback from subordinates, peers, supervisors, and a self-evaluation. It provides a unique perspective beyond what managers can assess. Structured questionnaires gather opinions on competencies and allow open-ended feedback. 360 feedback is used for employee development, helping them improve weaknesses, and for performance appraisal, though it is better suited to development. It originated in the military and was popularized by companies like GE in the 1980s. Proper implementation requires addressing paradoxes like maintaining peer relationships while providing judgment and avoiding group risks when focusing on individuals. Organizations must consider cultural readiness and communication before starting a 360 program.
Connecting For Children's Justice Conference 2015
This document discusses the 360-degree feedback evaluation model and its benefits. It provides an overview of 360-degree feedback, describing it as an assessment tool that gathers feedback from an individual's subordinates, peers, and managers to evaluate their competencies and improve performance. The document outlines how 360-degree feedback can benefit organizations, programs, and individuals by developing leadership skills and strengthening performance. It also provides best practices for implementing a 360-degree feedback program, including establishing purpose, selecting raters, interpreting results, and developing action plans.
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
Deliverables
• 8 (max!) pages, double‐spaced, 12‐pt Times New Roman, 1‐inch margins
Page count does not include mathematical work, graphs, etc.
Graphs, figures, tables may be attached to write‐up (as appendix) or
integrated in write‐up
I expect an error‐free, perfectly formatted submission!
FORMAT (Important: Answer all questions within this format (please no ‘question – answer’ structure)!
1.Brief Executive Summary
- Should contain all relevant recommendations
- NO LONGER THAN HALF
A page
2.Background:
Brief introduction of company and key issue (essence of the case)
Don’t paraphrase (max. half a page)
3.Analysis:
Quantitative (show analysis) and Qualitative (explain it)
Explain relevant variables, constraints and assumptions
Use tools: SWOT, Kraljic, Sensitivity analysis, etc.
Helps to derive alternative strategies
4.Derive Alternatives:
Identify different alternatives
Identify/discuss key decision variables
Compare alternatives and discuss trade‐offs
Criteria for accepting/rejecting solutions
5. Final Recommendation(s)
Present final strategy and expected contribution/benefit
Discuss recommended implementation (e.g., timeline, necessary investments)
Case Study Questions (1/4)
1. Develop a process that provides a logical order to the critical activities and decisions involved in the supplier evaluation and selection process. For example, the first step of this process may include recognizing (or anticipating) that a supplier selection need exists. Subsequent steps should follow from the actual or anticipated need. Present this process in the form of a flow chart with key decision points clearly identified.
Case Study Questions (2/4)
2. Discuss possible sources of supplier financial information. Which factors influence the ability of Systems Technologies to obtain supplier financial data? (Hint: Think of supplier characteristics, etc.)
Case Study Questions (3/4)
3. What is your recommended sourcing strategy for Systems Technologies? Perform various analyses (see below) to support your decision. Also, make sure to discuss the advantages and disadvantages of single and multiple sourcing.
-Assume you have used several of these sources to collect supplier financial data (data provided in the case). Perform a supplier financial analysis. Provide a brief interpretation of each financial ratio. (See supporting worksheet)
-Perform a total cost analysis. (See supporting worksheet)
-Perform a supplier capacity analysis. How important is supplier capacity in
-Develop a supplier evaluation and selection tool with relevant performance categories for the sourcing decision under consideration (See supporting worksheet).
this case? Why?
-Develop a sourcing risk management plan. For this task, (1) identify the potential risks associated with a sourcing decision, (2) assess the possible magnitude of each risk to operations, and (3) identify ways to manage or reduce risk exposure. (See supporting worksheet) .
360 degree performance
360-degree feedback involves gathering feedback from an employee's subordinates, colleagues, supervisors, and a self-evaluation to provide a holistic view of an employee's performance. It differs from traditional top-down evaluations by supervisors alone by incorporating multiple perspectives. The feedback is intended to help employees understand their strengths and weaknesses to support professional development, and when implemented properly can contribute positively to personal and professional growth.
Team performance appraisal
In this file, you can ref useful information about team performance appraisal such as team performance appraisal methods, team performance appraisal tips, team performance appraisal forms, team performance appraisal phrases … If you need more assistant for team performance appraisal, please leave your comment at the end of file.
Positive performance appraisal
In this file, you can ref useful information about positive performance appraisal such as positive performance appraisal methods, positive performance appraisal tips, positive performance appraisal forms, positive performance appraisal phrases … If you need more assistant for positive performance appraisal, please leave your comment at the end of file.
360 degree feedback (
Performance Appraisal should be multifaceted. their are many aspect to evaluate the performance of the employees in this professional world 360 degree evaluations is the most effective one!
Similar to 360 Degree Feedback (20)
Introduction to 360 Degree Performance Appraisal.pdf
Introduction to 360 Degree Performance Appraisal.pdf
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
More from Navinder Narang
Career Transition - senior armed forces officers
Senior armed forces officers are spending 6 months at top business schools like the Management Development Institute (MDI) in Gurgaon to prepare for careers in the corporate world after retiring from the military. Through programs that re-tool and equip them with new skills, the officers learn to take on challenges that improve productivity, efficiency and profitability, helping businesses succeed in a sustainable way. The students at MDI wish the officers the best as they begin their second careers in the private sector.
Placement e brochure - armed forces batch at mdi
Placement brochure by MDI Gurgaon, a top B School in India, showcasing 44 managers from the armed forces, ready for corporate jobs.
Lessons From The Tipping Point
USeful extracts from the amazing book 'The tipping Point'.
If you are starting a new venture, you will love this.
Please give me feedback at nsnarang@gmail.com
A Wake Up Call
This presentation encourages veterans who have finished their military service to not fade into obscurity, but to continue using their leadership skills, integrity, and sacrifice to inspire others and help build the nation. It asks why those who were always associated with glory and led by example should now wander alone or lose their way, and says what matters now is how their character, compassion, and courage can help the nation's tomorrow, just as they once gave their today for its service.
To Reap, You Must Sow
Calling upon all ex-servicemen of Indian Armed Forces to join hands to develop the veteran community. XISF is a non-profit organisation of the ex-servicemen, by the ex-servicemen and for the ex-servicemen
Meaning Of Success
An American banker tries to convince a Mexican fisherman, Miguel, that he could be more successful if he fished more and grew his small fishing business into a large commercial enterprise. However, Miguel is happy with his simple life, where he spends time with his family and community rather than seeking wealth and material gains. The story illustrates that true success is living according to one's own values rather than being swayed by others' definitions. People should reflect on how their current choices align with their personal values and priorities in life.
More from Navinder Narang (6)
Recently uploaded
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdf
Discover how MongoDB Atlas and vector search technology can revolutionize your application's search capabilities. This comprehensive presentation covers:
* What is Vector Search?
* Importance and benefits of vector search
* Practical use cases across various industries
* Step-by-step implementation guide
* Live demos with code snippets
* Enhancing LLM capabilities with vector search
* Best practices and optimization strategies
Perfect for developers, AI enthusiasts, and tech leaders. Learn how to leverage MongoDB Atlas to deliver highly relevant, context-aware search results, transforming your data retrieval process. Stay ahead in tech innovation and maximize the potential of your applications.
#MongoDB #VectorSearch #AI #SemanticSearch #TechInnovation #DataScience #LLM #MachineLearning #SearchTechnology
20240605 QFM017 Machine Intelligence Reading List May 2024
Everything I found interesting about machines behaving intelligently during May 2024
Securing your Kubernetes cluster_ a step-by-step guide to success !
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024
Neha Bajwa, Vice President of Product Marketing, Neo4j
Join us as we explore breakthrough innovations enabled by interconnected data and AI. Discover firsthand how organizations use relationships in data to uncover contextual insights and solve our most pressing challenges – from optimizing supply chains, detecting fraud, and improving customer experiences to accelerating drug discoveries.
Video Streaming: Then, Now, and in the Future
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
“I’m still / I’m still / Chaining from the Block”
“An Outlook of the Ongoing and Future Relationship between Blockchain Technologies and Process-aware Information Systems.” Invited talk at the joint workshop on Blockchain for Information Systems (BC4IS) and Blockchain for Trusted Data Sharing (B4TDS), co-located with with the 36th International Conference on Advanced Information Systems Engineering (CAiSE), 3 June 2024, Limassol, Cyprus.
Removing Uninteresting Bytes in Software Fuzzing
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Climate Impact of Software Testing at Nordic Testing Days
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Pushing the limits of ePRTC: 100ns holdover for 100 days
At WSTS 2024, Alon Stern explored the topic of parametric holdover and explained how recent research findings can be implemented in real-world PNT networks to achieve 100 nanoseconds of accuracy for up to 100 days.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Elizabeth Buie - Older adults: Are we really designing for our future selves?
Elizabeth Buie - Older adults: Are we really designing for our future selves?
By Design, not by Accident - Agile Venture Bolzano 2024
As presented at the Agile Venture Bolzano, 4.06.2024
UiPath Test Automation using UiPath Test Suite series, part 6
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
How to Get CNIC Information System with Paksim Ga.pptx
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
Artificial Intelligence for XMLDevelopment
In the rapidly evolving landscape of technologies, XML continues to play a vital role in structuring, storing, and transporting data across diverse systems. The recent advancements in artificial intelligence (AI) present new methodologies for enhancing XML development workflows, introducing efficiency, automation, and intelligent capabilities. This presentation will outline the scope and perspective of utilizing AI in XML development. The potential benefits and the possible pitfalls will be highlighted, providing a balanced view of the subject.
We will explore the capabilities of AI in understanding XML markup languages and autonomously creating structured XML content. Additionally, we will examine the capacity of AI to enrich plain text with appropriate XML markup. Practical examples and methodological guidelines will be provided to elucidate how AI can be effectively prompted to interpret and generate accurate XML markup.
Further emphasis will be placed on the role of AI in developing XSLT, or schemas such as XSD and Schematron. We will address the techniques and strategies adopted to create prompts for generating code, explaining code, or refactoring the code, and the results achieved.
The discussion will extend to how AI can be used to transform XML content. In particular, the focus will be on the use of AI XPath extension functions in XSLT, Schematron, Schematron Quick Fixes, or for XML content refactoring.
The presentation aims to deliver a comprehensive overview of AI usage in XML development, providing attendees with the necessary knowledge to make informed decisions. Whether you’re at the early stages of adopting AI or considering integrating it in advanced XML development, this presentation will cover all levels of expertise.
By highlighting the potential advantages and challenges of integrating AI with XML development tools and languages, the presentation seeks to inspire thoughtful conversation around the future of XML development. We’ll not only delve into the technical aspects of AI-powered XML development but also discuss practical implications and possible future directions.
20240607 QFM018 Elixir Reading List May 2024
Everything I found interesting about the Elixir programming ecosystem in May 2024
Recently uploaded (20)
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdf
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdf
20240605 QFM017 Machine Intelligence Reading List May 2024
20240605 QFM017 Machine Intelligence Reading List May 2024
Securing your Kubernetes cluster_ a step-by-step guide to success !
Securing your Kubernetes cluster_ a step-by-step guide to success !
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024
Climate Impact of Software Testing at Nordic Testing Days
Climate Impact of Software Testing at Nordic Testing Days
Pushing the limits of ePRTC: 100ns holdover for 100 days
Pushing the limits of ePRTC: 100ns holdover for 100 days
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...
Elizabeth Buie - Older adults: Are we really designing for our future selves?
Elizabeth Buie - Older adults: Are we really designing for our future selves?
By Design, not by Accident - Agile Venture Bolzano 2024
By Design, not by Accident - Agile Venture Bolzano 2024
UiPath Test Automation using UiPath Test Suite series, part 6
UiPath Test Automation using UiPath Test Suite series, part 6
How to Get CNIC Information System with Paksim Ga.pptx
How to Get CNIC Information System with Paksim Ga.pptx
360 Degree Feedback
- 4. The Concept
- 8. FORMAL INFORMAL Courses Education Distance Learning Coaching 360-Feedback Mentoring Job Enrichment Job Rotation Job Transfer Individual & Team Assignments Teaching Others Networking Style Assessments TRAINING EXPERIENCE Options For Development
- 9. Feedback Input & Report Outputs External Colleagues’/ Customers’ Perception Internal Colleagues’ / Peers’ Perception Direct Reports’ Perception Manager’s Perception Strengths and development opportunities 360 How leadership behaviour impacts on others Performance against business competencies Comparison of self perceptions against those of others
- 27. “ 360 DEGREE PERFORMANCE APPRAISAL” An outlook
- 46. Thank you and good day …