hai i would like to know about 720 appraisal methode how does it works in the organisation differently than the 360 degree? please help me
From India, Madras
From India, Madras
hi,
Can anyone please guide me in understanding all the performance appraisal types.............like
# 90 degree
# 180 degree
# 270 degree
# 360 degree
# 540 degree
# 720 degree
i want to know what is the difference between all this types.
Regards
Shushruti....
From India
Can anyone please guide me in understanding all the performance appraisal types.............like
# 90 degree
# 180 degree
# 270 degree
# 360 degree
# 540 degree
# 720 degree
i want to know what is the difference between all this types.
Regards
Shushruti....
From India
Hi all, I have heard that for 720 degree performance appraisal the family members and the stake holders will also rate the employees. Can any one tell who all will rate the employees?
Hi Bob
I had been reading some posts on 720 degree apraisal in citehr recently and I was intrigued, I made searches and came across with these posts in citehr in 2005.
I have no clue as to who has given a fancy name to this process.360 degree mathematically converged and it refers to feedback mecahnism. Whatever improvement we think of, need to be within this circle. The employee is at the centre and he gets rated. 720 degree, if my little knowledge in maths is acceptable, does not make two circles. Two 360 degrees will make two circles.
I am also reading postings on 270 degree 360, 540,720, and I really do not know why they have left out 450 and 630!
I think it is just some fancy name given by someone not understanding the mathematical phenomenon.
ZSiva
From India, Chennai
368I had been reading some posts on 720 degree apraisal in citehr recently and I was intrigued, I made searches and came across with these posts in citehr in 2005.
I have no clue as to who has given a fancy name to this process.360 degree mathematically converged and it refers to feedback mecahnism. Whatever improvement we think of, need to be within this circle. The employee is at the centre and he gets rated. 720 degree, if my little knowledge in maths is acceptable, does not make two circles. Two 360 degrees will make two circles.
I am also reading postings on 270 degree 360, 540,720, and I really do not know why they have left out 450 and 630!
I think it is just some fancy name given by someone not understanding the mathematical phenomenon.
ZSiva
From India, Chennai
Dear All:with my pleasure to join this page with you alli am looking for all information related with degree feedbaack appraisal 720
From Egypt, Cairo
From Egypt, Cairo
Hi!
I think this site has the tendency to be repetitive with many of its discussion topics. I don't know whether this is something good or bad for HR practitioners/ professionals, but if you look at the way our membership has increased from where we are since Sid created this site in 2004 (from a few hundreds to hundreds of thousands with several hundreds of new members joining every day), we can say that our peers in HR seem NOT to mind repetitive discussions of a particular topic like 360 and 720 Degrees appraisal methodologies.
I remember responding once on this topic, but I can't remember all that I wrote in that post. But anyway, just like some discussants now, I also have strong negative views about the attempt to re-invent/ re-package the "360 Degrees" methodology into the so-called "720 Degrees".
To me this attempt by some people to simply rename an existing methodology or system just because of a "repeat of its implementation" within the same period is not a positive development for human knowledge and advancement of HR ---- both as a field of study and profession.
I believe HR professionals would do well to focus on the further improvement of the 360 Degree method rather than repackage it and give it another name ---- and, consequently claim recognition. At this point in time, the 360 Degree method is still a very doubtful performance appraisal methodology because of the reasons enumerated below. Hence, simply repackaging it would still make these issues unresolved:
1. It is not an appraisal tool but simply a framework on how to implement an appraisal tool or system;
2. Its proponents cannot identify and justify the appropriate weights of the each contact's ratings to make the ratings credible and acceptable to both the employee, the immediate superior, and the organization;
3. Because of the vagueness on the acceptability of the weights of each contact's ratings, the end result of this appraisal method is open to legal challenge, esp when such result is used as basis for both promotion and/ or disciplinary action, e.g. dismissal.
By the way, those who are trying to professionalize their organizations (thru manualization of their operating procedures) can now have the chance of doing it cheaply because my company is offering a very special sale of all policies and manuals being sold by its sister company --- The Corporate Policy Center. This sale gives our clients as much as 50% discount on the regular prices posted in its website. For those interested, please feel fre to visit our site for the list of Available Manuals and their prices at: http://www.freewebs.com/emillaconsulting
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
I think this site has the tendency to be repetitive with many of its discussion topics. I don't know whether this is something good or bad for HR practitioners/ professionals, but if you look at the way our membership has increased from where we are since Sid created this site in 2004 (from a few hundreds to hundreds of thousands with several hundreds of new members joining every day), we can say that our peers in HR seem NOT to mind repetitive discussions of a particular topic like 360 and 720 Degrees appraisal methodologies.
I remember responding once on this topic, but I can't remember all that I wrote in that post. But anyway, just like some discussants now, I also have strong negative views about the attempt to re-invent/ re-package the "360 Degrees" methodology into the so-called "720 Degrees".
To me this attempt by some people to simply rename an existing methodology or system just because of a "repeat of its implementation" within the same period is not a positive development for human knowledge and advancement of HR ---- both as a field of study and profession.
I believe HR professionals would do well to focus on the further improvement of the 360 Degree method rather than repackage it and give it another name ---- and, consequently claim recognition. At this point in time, the 360 Degree method is still a very doubtful performance appraisal methodology because of the reasons enumerated below. Hence, simply repackaging it would still make these issues unresolved:
1. It is not an appraisal tool but simply a framework on how to implement an appraisal tool or system;
2. Its proponents cannot identify and justify the appropriate weights of the each contact's ratings to make the ratings credible and acceptable to both the employee, the immediate superior, and the organization;
3. Because of the vagueness on the acceptability of the weights of each contact's ratings, the end result of this appraisal method is open to legal challenge, esp when such result is used as basis for both promotion and/ or disciplinary action, e.g. dismissal.
By the way, those who are trying to professionalize their organizations (thru manualization of their operating procedures) can now have the chance of doing it cheaply because my company is offering a very special sale of all policies and manuals being sold by its sister company --- The Corporate Policy Center. This sale gives our clients as much as 50% discount on the regular prices posted in its website. For those interested, please feel fre to visit our site for the list of Available Manuals and their prices at: http://www.freewebs.com/emillaconsulting
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
the special thing about it is...
we are able to monitor employees progress in different aspects, like,...
how much is he improving with.....1. himself, 2. peers, 3. boss, 4.subords, 5.clients, etc.
Again, how much he is responsible for his own development, improvement and growth.
And what I feel, we are also able to minimise errors in appraisal by an automatic cross check of our own 360 assessment.
So, its something more than just two 360s.
Waiting for response......
Rita
From India, Mumbai
we are able to monitor employees progress in different aspects, like,...
how much is he improving with.....1. himself, 2. peers, 3. boss, 4.subords, 5.clients, etc.
Again, how much he is responsible for his own development, improvement and growth.
And what I feel, we are also able to minimise errors in appraisal by an automatic cross check of our own 360 assessment.
So, its something more than just two 360s.
Waiting for response......
Rita
From India, Mumbai
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Maruti adopts `360 degree' appraisal system.doc