Dear Sir, With reference of your post ,i red every thing ,my comment is Excellent and woder full . This posting is very much helpful for Entry Level people in HR AND Mid level people like me,in simple word this an Bible of 360 degree.I REQUEST TO YOU PLEASE POST ALL SUBJECTS IN HR .Thanking you.Yoursfaithfully.B.Madeshwara 
9902415201
From India, Bangalore
4From India, Bangalore
Hi Mr.Adnan....
I was amazed to look at the number of appreciation you received for 360 degree article and that make me more curious to know...I am sorry I could not download your PDF format and WinRaR..can u mail me please..my id is kiran_6985yahoo.com
From India, Faridabad
I was amazed to look at the number of appreciation you received for 360 degree article and that make me more curious to know...I am sorry I could not download your PDF format and WinRaR..can u mail me please..my id is kiran_6985yahoo.com
From India, Faridabad
Hi!
This is a very informative material on the 360 Degree Appraisal Method.
But, sad to say, it fails also (and again) to answer the questions and clarify the issues that surrounds this methodology. The reasons are as follows:
1. There is no discussion about the "appropriate weight of the ratings" that each of the identified raters must be given. Again, does it mean all the raters identified (employee's immediate contacts) will have the same or equal rating weights? I don't agree because this is open to questions and poses a legal problem for the company, esp when the results are used as basis for dismissal of those rated "poor".
2. This material failed to make the 360 Degree a true appraisal tool that can stand on its own. In this discussion, the 360 Degree remains a framework or perspective. It does not provide the "tool or form" that organizations can use to accomplish the objectives that is is promoting. Hence, HR practitioners would still have to design their tools/ questionnaires.
3. In view of its failure to propose its own "tool or form", the 360 Degree can be a useless methodology if the people that will follow it will adopt "appraisal forms" that contain the same "characteristics" (e.g. subjectivity, bias, favoritism, unfairness) as those that have made employees hate appraisals worldwide.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
This is a very informative material on the 360 Degree Appraisal Method.
But, sad to say, it fails also (and again) to answer the questions and clarify the issues that surrounds this methodology. The reasons are as follows:
1. There is no discussion about the "appropriate weight of the ratings" that each of the identified raters must be given. Again, does it mean all the raters identified (employee's immediate contacts) will have the same or equal rating weights? I don't agree because this is open to questions and poses a legal problem for the company, esp when the results are used as basis for dismissal of those rated "poor".
2. This material failed to make the 360 Degree a true appraisal tool that can stand on its own. In this discussion, the 360 Degree remains a framework or perspective. It does not provide the "tool or form" that organizations can use to accomplish the objectives that is is promoting. Hence, HR practitioners would still have to design their tools/ questionnaires.
3. In view of its failure to propose its own "tool or form", the 360 Degree can be a useless methodology if the people that will follow it will adopt "appraisal forms" that contain the same "characteristics" (e.g. subjectivity, bias, favoritism, unfairness) as those that have made employees hate appraisals worldwide.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
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