Hello every one,
ths is Neha Sharma ...new to ths form....curntly pursuing MBA and will be specializng in HR....
actualy i want to do my summer project on 360 degree ....
i want to knw hw effective is 360 degree in a company....nd if it so effective y its nt get accptd by the employees....even i kw companies who say that they use 360 degree but they use 270 or less degree .....y it is so...
and y Many ask only social questions: "Is the employee pleasant to work with? Does he or she work well in a team environment? Does the employee show a customer service attitude?" why the form had no questions about job performance. ." .... :?:
pls suggest me hw to work on ths topic for a company where 360 degree is not acceptable by the employees...
regards,
Neha
From India, Mumbai
6ths is Neha Sharma ...new to ths form....curntly pursuing MBA and will be specializng in HR....
actualy i want to do my summer project on 360 degree ....
i want to knw hw effective is 360 degree in a company....nd if it so effective y its nt get accptd by the employees....even i kw companies who say that they use 360 degree but they use 270 or less degree .....y it is so...
and y Many ask only social questions: "Is the employee pleasant to work with? Does he or she work well in a team environment? Does the employee show a customer service attitude?" why the form had no questions about job performance. ." .... :?:
pls suggest me hw to work on ths topic for a company where 360 degree is not acceptable by the employees...
regards,
Neha
From India, Mumbai
Hi Neha,
Welcome to citehr.com forum and we hope this proves to be a truly learning experience for you!!
Answer:
360 degrees appraisal is a very important tool for the company and it's effectiveness is not readily recognized for the following reasons:-
• A lot of apprehension is faced in terms of relaibility and authenticty of the feedback. Here what is important is the level of maturity of the participants to give unbaised feedback- which is very critical.
• Subsequently, once having an overview of the questions, methods of data collection and meaning of ratings, participants get into the active mode of introspection. Speciifc areas where they have received low ratings are critically examined and questions are asked specific to those items. The effective moderation of the process is very essential and critical!.
• The most volatile part of the session is when the open-ended feedback consisting of strengths and areas needing feedback is given to the participants. Invariably, this is the part, which causes a lot of introspection and awareness of ones own styles of functioning and impact.sometimes they feel is politically vindicated and try to justify that it's not right at all!!..mind you it is supposed to be done in a holistic manner.
• Setting action plans and identifying areas needing attention and focus, an important part of the is done in the end. This is where most companies fail to do so..once over the people forget and carry on with their usual mode of working.
The focus is towards changing the style of functioning to achieve better results.
Answer: Job performance is grey area if it is to be evaluated by others who do not know exactly how you are performing or what are your targets..for instance if you(HR Manager) were to be rated by your colleagues junior in marketing..what she/he can comment in right perspective on your job performance..
In a way , you are right in a transparent organization where it is effectively communicated to all the employees the KRAs of everyone then it can be included in the apraisal as well.
Great..this is a real challenge..before you do that first do the following:-
1. Read up all the material on this processes.(become an expert!!)
2. Study the pros & cons
3. Impact of this process on the performance by the companies which have implemented 360 degrees.
4. Prepare powerpoint presentation addressing this issue..imagine that you have been called by CEO/MD to convince the batch of employees to undergo the 360 degrees appraisal..
This will prepare you well for the assignment.
Cheerio
Rajat
From India, Pune
Welcome to citehr.com forum and we hope this proves to be a truly learning experience for you!!
Answer:
360 degrees appraisal is a very important tool for the company and it's effectiveness is not readily recognized for the following reasons:-
• A lot of apprehension is faced in terms of relaibility and authenticty of the feedback. Here what is important is the level of maturity of the participants to give unbaised feedback- which is very critical.
• Subsequently, once having an overview of the questions, methods of data collection and meaning of ratings, participants get into the active mode of introspection. Speciifc areas where they have received low ratings are critically examined and questions are asked specific to those items. The effective moderation of the process is very essential and critical!.
• The most volatile part of the session is when the open-ended feedback consisting of strengths and areas needing feedback is given to the participants. Invariably, this is the part, which causes a lot of introspection and awareness of ones own styles of functioning and impact.sometimes they feel is politically vindicated and try to justify that it's not right at all!!..mind you it is supposed to be done in a holistic manner.
• Setting action plans and identifying areas needing attention and focus, an important part of the is done in the end. This is where most companies fail to do so..once over the people forget and carry on with their usual mode of working.
The focus is towards changing the style of functioning to achieve better results.
Answer: Job performance is grey area if it is to be evaluated by others who do not know exactly how you are performing or what are your targets..for instance if you(HR Manager) were to be rated by your colleagues junior in marketing..what she/he can comment in right perspective on your job performance..
In a way , you are right in a transparent organization where it is effectively communicated to all the employees the KRAs of everyone then it can be included in the apraisal as well.
Great..this is a real challenge..before you do that first do the following:-
1. Read up all the material on this processes.(become an expert!!)
2. Study the pros & cons
3. Impact of this process on the performance by the companies which have implemented 360 degrees.
4. Prepare powerpoint presentation addressing this issue..imagine that you have been called by CEO/MD to convince the batch of employees to undergo the 360 degrees appraisal..
This will prepare you well for the assignment.
Cheerio
Rajat
From India, Pune
welcome to citeHR .com
It's a good point whether company is ready to 360 ` apprasail process.
Where everything counts from reception attitude to monitor activities.
I thing for long term perspective it should be adapt in phases.
What do u think at priliminary stage like u may not have done fo a long time.
From India, Delhi
It's a good point whether company is ready to 360 ` apprasail process.
Where everything counts from reception attitude to monitor activities.
I thing for long term perspective it should be adapt in phases.
What do u think at priliminary stage like u may not have done fo a long time.
From India, Delhi
Hello Sir...
Thank u for providing such valuable thoughts and suggestions.....n i already started collecting data on the topic...
sir wht i think employees r restricing themself from the 360 feedback could be bcse many people either don't know what's expected of them or don't know whether or not their behaviors align with what's expected" ..
and even they dont want to get exposed(manner they think) by so many people...consciously or unconsciously nt prepared to intake ther weaknesses...might be bcos there is no formal system in place through which people receive information on how others perceive their behavior and their performance...
Sir m i sayng rgt...
Regards
Neha
PS : Rajat Sir ur concept of Sun and reaching to the nature while thinking realy works....n our whole class is started practicing ur way of creativty...
all those missd ur session is like waiting for ur another session...n we too..
From India, Mumbai
Thank u for providing such valuable thoughts and suggestions.....n i already started collecting data on the topic...
sir wht i think employees r restricing themself from the 360 feedback could be bcse many people either don't know what's expected of them or don't know whether or not their behaviors align with what's expected" ..
and even they dont want to get exposed(manner they think) by so many people...consciously or unconsciously nt prepared to intake ther weaknesses...might be bcos there is no formal system in place through which people receive information on how others perceive their behavior and their performance...
Sir m i sayng rgt...
Regards
Neha
PS : Rajat Sir ur concept of Sun and reaching to the nature while thinking realy works....n our whole class is started practicing ur way of creativty...
all those missd ur session is like waiting for ur another session...n we too..
From India, Mumbai
Hello Neha,
Great to know that you have started collecting the data.
Very true!..
Very right once again...afterall we all are human beings with sensitivities..as pointed out earlier its needs to handled holistically by the Top Management and HR Professionals have to follow Dave Ulrich's Model of being Change Expert to implement the same. I suggest that you read up the write-ups on this topic by Dr T V Rao(www.tvrls.com).
Thanks for the feedback!!..You know why it works?..Because man is a part of the Nature which he invariably unconsciously forgets as he is busy with nuts & bolts of life ...once we learn to commune with the Nature..it gives us solutions & ideas..am glad that you all have started practising it.
am awaiting the dates from your course co-ordinator and i suggest that please collect actual problems or cases/data which we would try to solve in the coming session.
Cheerio
Rajat
From India, Pune
Great to know that you have started collecting the data.
Very true!..
Very right once again...afterall we all are human beings with sensitivities..as pointed out earlier its needs to handled holistically by the Top Management and HR Professionals have to follow Dave Ulrich's Model of being Change Expert to implement the same. I suggest that you read up the write-ups on this topic by Dr T V Rao(www.tvrls.com).
Thanks for the feedback!!..You know why it works?..Because man is a part of the Nature which he invariably unconsciously forgets as he is busy with nuts & bolts of life ...once we learn to commune with the Nature..it gives us solutions & ideas..am glad that you all have started practising it.
am awaiting the dates from your course co-ordinator and i suggest that please collect actual problems or cases/data which we would try to solve in the coming session.
Cheerio
Rajat
From India, Pune
Hello Rajat, There is excerpts of research work for 360` . Should be use ful.. Regards Umalme
From India, Delhi
From India, Delhi
NEHA,
The 360 degree APPRAISAL is a great concept on paper but
it falls flat in implementation.
Its success lies in the way it is implemented.
There are very few companies , large ones, have made good
use of it.
The ones , who have failed with it, have just adopted it
and distributed the forms, without proper definition and
proper explanation.
The theory / the implementation plan assumes,
-most staff do not work in vacuum
-staff interact daily with people to get job done
-interaction could be internal / external people
-internal could include upwards/ downwards/sidewards
-external could include customers/ suppliers etc.
For the success of the 360 degree appraisal,
-each staff job must be analysed
-each staff's daily interaction analysed
-only those have regular [ at once a week] contacts
should be given the form.
You don't appraise the person but you appraise the performance
of the person.
If you contact a person--only once in six months, you can
hardly evaluate the performance.
The performance appraisal must be descriptive and not
value judgement based on some moral standards.
PERFORMANCE APPRAISALS ARE BASED ON CRITERIA SET
AND NOT SOME FANCIED WISHFUL THINKING.
Those are selected / given the forms must be briefed well
about the criteria / how to use it.
That is the reason for flop of 360 appraisals in many cases.
regards
LEO LINGHAM
From India, Mumbai
The 360 degree APPRAISAL is a great concept on paper but
it falls flat in implementation.
Its success lies in the way it is implemented.
There are very few companies , large ones, have made good
use of it.
The ones , who have failed with it, have just adopted it
and distributed the forms, without proper definition and
proper explanation.
The theory / the implementation plan assumes,
-most staff do not work in vacuum
-staff interact daily with people to get job done
-interaction could be internal / external people
-internal could include upwards/ downwards/sidewards
-external could include customers/ suppliers etc.
For the success of the 360 degree appraisal,
-each staff job must be analysed
-each staff's daily interaction analysed
-only those have regular [ at once a week] contacts
should be given the form.
You don't appraise the person but you appraise the performance
of the person.
If you contact a person--only once in six months, you can
hardly evaluate the performance.
The performance appraisal must be descriptive and not
value judgement based on some moral standards.
PERFORMANCE APPRAISALS ARE BASED ON CRITERIA SET
AND NOT SOME FANCIED WISHFUL THINKING.
Those are selected / given the forms must be briefed well
about the criteria / how to use it.
That is the reason for flop of 360 appraisals in many cases.
regards
LEO LINGHAM
From India, Mumbai
neha ,
what leo says is completely trueee
i have been there done that in indian secenario
I have worked for 15 years in diffrent industries and so know a littlemore than what u have been reading or even hearing
we in india just have more paper concepts than actual work beinmg done
dont be dishartened , just go and see for urself what is the level of HR in india , when u join one company
bye
R Rajawat
From India, New Delhi
what leo says is completely trueee
i have been there done that in indian secenario
I have worked for 15 years in diffrent industries and so know a littlemore than what u have been reading or even hearing
we in india just have more paper concepts than actual work beinmg done
dont be dishartened , just go and see for urself what is the level of HR in india , when u join one company
bye
R Rajawat
From India, New Delhi
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Maruti adopts `360 degree' appraisal system.doc