360 degree appraisal


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Short Description about 360' Appraisal.

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360 degree appraisal

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