180 Degrees PA v2[1]

180 degree Performance Appraisal : 

180 degree Performance Appraisal 9/7/2009 Saama HR Global 1 Dr.Sarma

agenda : 

agenda 9/7/2009 Saama HR Global 2 We will cover: The objective The system The process The out come How to get the best

: 

180 Degree Performance Appraisal Initiative Why 180 Degree PA?- better system compared to Assessment by RM alone System/Tool Description: online-simple and user friendly Home grown

Objective : 

Objective 9/7/2009 Saama HR Global 4 To obtain the appraisee’s and reporting manager's assessment of on the job performance on specific parameters. This is not to be construed as exercise for salary changes Set up goals for improvement and rise to the expected performance level.

Appraisal Period : 

Appraisal Period To be conducted at least twice a year. The periods suggested are: 1st October to 31st March 1st April to 30th September We urge Reporting Managers/ Appraisees to conduct it more frequently-e.g. end of assignments. Or every quarter ) 9/7/2009 Saama HR Global 5

How Process Works? : 

How Process Works? The entire process is automated. HRMS is used to carry out the appraisal. There are two parties to the appraisal: Reporting Manager (Appraiser) Self (Appraisee) – Ratings Finalised after appraisal by both appraiser and Appraisee 9/7/2009 Saama HR Global 6

180 Appraisal Questionnaire : 

180 Appraisal Questionnaire 9/7/2009 Saama HR Global 7 There are in all 17 parameters to rate 14 - are mandatory common to all roles 3 optional- Appraisee can decide along with Reporting manager-these are role specific

How the System Works-Step 1& 2 : 

How the System Works-Step 1& 2 Step 1:Rating on identified parameters . Self Reporting Manager The System will recognize/store the ratings once they are submitted by Appraisee and Reporting Manager . Step 2: Final Ratings An appraisal 1:1 will be conducted between Appraisee and RM after self rating-responsibility is of Appraisee to take up with RM The final ratings will be frozen after the 1:1and RM finalizes Rating. 9/7/2009 Saama HR Global 8

Step 3 : 

Step 3 Step 3:Goal Setting Short term-on the job targets: (1-yr): identify/specify every job related targets or deliverables.(Simple- Measurable--achievable- Realistic--Time bound)(e.g. 100% completion of deliverable on dead line) Long Term- career/ competency related (for next 3-5 yrs): Identifying the long term competency/role related goals. (e. g role; technical architect- build robust technical design competency) 9/7/2009 Saama HR Global 9

Slide 10: 

Training Needs Identifying the most critical training area (Technical / managerial /behavioural) required to strengthen the current competency and meet the expected future role specific competency needs. 9/7/2009 Saama HR Global 10 Step 4:

How to get the best out of the process : 

How to get the best out of the process Self rating- be very realistic and objective Have facts and data like customer appreciation, assignment completion dates etc which can justify the ratings during discussion with RM Do Not rate keeping Salary raises in mind – be clear about the objective of this exercise Understand Reporting managers' performance expectations and set goals 9/7/2009 Saama HR Global 11

Benefits of 180 Degree PA : 

Benefits of 180 Degree PA Benefits for Self- opportunity to express your own assessment and review with Reporting Manager for performance expectation alignment Benefits for Saama-Helps in systematically plan future career growth/competency enhancement

180 Degree PA Road Map : 

180 Degree PA Road Map

180 Degree PA Road Map (Contd.) : 

180 Degree PA Road Map (Contd.)

180 Degree PA Road Map (Contd.) : 

180 Degree PA Road Map (Contd.)

180 Degree PA Road Map (Contd.) : 

180 Degree PA Road Map (Contd.)

180 Degree PA Road Map (Contd.) : 

180 Degree PA Road Map (Contd.)

Do’s and Don'ts : 

Do’s and Don'ts Do’s -familiarize with the parameters follow time lines strictly Don'ts—leave incomplete forms Fail to submit Talk with RM

Outcome : 

Outcome Final ratings finalized goals Finalized training needs

Slide 20: 

Thank you