Hello all, Can anybody help me to know more about the 360 degree performance evaluation technique. Regards, Rajeev
From India, Ernakulam
From India, Ernakulam
Dear Rajeev,
Find a small article which I had got from a friend of mine some time back. Hope it is useful for your current use.
Warm Regards,
Samba Siva.
===========================
360 DEGREES APPRAISAL
Performance Appraisal is a process very close to the heart of every HR Manager. It is very important to the organization also. After all, managers (and all human beings) tend to repeat the performance / behavior that are rewarded by the organization
Traditionally, only the superior appraised the performance of a manager. Now, HR Manager’s tool-box has a new tool to appraise performance - 360 Degree Appraisal. Here, additionally the subordinates and colleagues of the manager also appraise his or her performance. Thus a 360 Degree view of a manager’s performance is obtained.
Boss
|
|
Colleagues ----- Manager ----- Colleagues
|
|
Subordinates
Now there is talking about 540 Degree Appraisal also. In this, the customers and suppliers of a manager also evaluate him.
General Electric Company, USA, was the first to try out this concept in early 1990s. Several Fortune 1000 companies use it. This practice has found many takers in India too - Reliance Industries, Godrej-GE, Godrej Soaps, Tata Steel, Telco, Voltas, Crompton Greaves, Infosys, Wipro, Eicher, American Express, Thomas Cook, and Thermax, to name a few.
How Does 360 Degree Appraisal Work?
About 10 to 15 persons are identified to evaluate a manager. Evaluators include at least 2 bosses, 2 peers, & 2 subordinates; and are selected either by HR Dept or by the manager concerned. Each of these evaluators rates the manager on certain qualities listed in the Appraisal Format. Ratings are then forwarded to HR Department (or some times to an external consultant).
The HR Department averages & summarizes the ratings of - bosses, peers, subordinates, & all ratings put together. The summary is generally shared with the manager concerned, without disclosing the identity of the evaluators. The ratings may be fed into the performance appraisal system to determine pay, promotion & other rewards.
The whole process can be done manually on paper or on computers using one of the several softwares that are available in the markets.
Why 360 Degrees Appraisal?
This Appraisal system promotes teamwork as all related persons directly evaluate the concerned manager. Managers become keenly aware about the need to have good relations with their subordinates and colleagues. Thus team functioning improves.
Managers are also forced to develop leadership qualities as they have to "carry" subordinates & colleagues with them.
Pitfalls of 360 Degrees Appraisal:
Let us look at the minus side also. Colleagues & subordinates are good judges of behavior & managerial style but are not the best judges of a manager’s job performance. Hence the ratings should be used with caution in decisions for pay & promotions.
In the real life world, peers and subordinates have been known to give negative feedback about a manager due to bias or for settling scores. Such feedback gets undue importance when only selected few peers & subordinates appraise a manager.
============================
From India, Hyderabad
1Find a small article which I had got from a friend of mine some time back. Hope it is useful for your current use.
Warm Regards,
Samba Siva.
===========================
360 DEGREES APPRAISAL
Performance Appraisal is a process very close to the heart of every HR Manager. It is very important to the organization also. After all, managers (and all human beings) tend to repeat the performance / behavior that are rewarded by the organization
Traditionally, only the superior appraised the performance of a manager. Now, HR Manager’s tool-box has a new tool to appraise performance - 360 Degree Appraisal. Here, additionally the subordinates and colleagues of the manager also appraise his or her performance. Thus a 360 Degree view of a manager’s performance is obtained.
Boss
|
|
Colleagues ----- Manager ----- Colleagues
|
|
Subordinates
Now there is talking about 540 Degree Appraisal also. In this, the customers and suppliers of a manager also evaluate him.
General Electric Company, USA, was the first to try out this concept in early 1990s. Several Fortune 1000 companies use it. This practice has found many takers in India too - Reliance Industries, Godrej-GE, Godrej Soaps, Tata Steel, Telco, Voltas, Crompton Greaves, Infosys, Wipro, Eicher, American Express, Thomas Cook, and Thermax, to name a few.
How Does 360 Degree Appraisal Work?
About 10 to 15 persons are identified to evaluate a manager. Evaluators include at least 2 bosses, 2 peers, & 2 subordinates; and are selected either by HR Dept or by the manager concerned. Each of these evaluators rates the manager on certain qualities listed in the Appraisal Format. Ratings are then forwarded to HR Department (or some times to an external consultant).
The HR Department averages & summarizes the ratings of - bosses, peers, subordinates, & all ratings put together. The summary is generally shared with the manager concerned, without disclosing the identity of the evaluators. The ratings may be fed into the performance appraisal system to determine pay, promotion & other rewards.
The whole process can be done manually on paper or on computers using one of the several softwares that are available in the markets.
Why 360 Degrees Appraisal?
This Appraisal system promotes teamwork as all related persons directly evaluate the concerned manager. Managers become keenly aware about the need to have good relations with their subordinates and colleagues. Thus team functioning improves.
Managers are also forced to develop leadership qualities as they have to "carry" subordinates & colleagues with them.
Pitfalls of 360 Degrees Appraisal:
Let us look at the minus side also. Colleagues & subordinates are good judges of behavior & managerial style but are not the best judges of a manager’s job performance. Hence the ratings should be used with caution in decisions for pay & promotions.
In the real life world, peers and subordinates have been known to give negative feedback about a manager due to bias or for settling scores. Such feedback gets undue importance when only selected few peers & subordinates appraise a manager.
============================
From India, Hyderabad
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