logging in or signing up 360 Degree Appraisal gothicanubis Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 37813 Category: Education License: All Rights Reserved Like it (15) Dislike it (0) Added: February 18, 2008 This Presentation is Public Favorites: 4 Presentation Description 360 Degree Appraisal Comments Posting comment... By: Therin (14 month(s) ago) Could you please share this presentation with me? Saving..... Post Reply Close Saving..... Edit Comment Close By: luckycookie18 (24 month(s) ago) plz send dis to my mail id firstname.lastname@example.org Saving..... Post Reply Close Saving..... Edit Comment Close By: lucintel (29 month(s) ago) plz mail me to this mail id - email@example.com Saving..... Post Reply Close Saving..... Edit Comment Close By: sampath123 (42 month(s) ago) plse mail me 2 this e mail id..... firstname.lastname@example.org thanks for good collection Saving..... Post Reply Close Saving..... Edit Comment Close By: gothicanubis (48 month(s) ago) DOWNLOAD LINK: [linkhttp://drop.io/uxpxinp/asset/50914-ppt[/link] Saving..... Post Reply Close Saving..... Edit Comment Close loading.... See all Premium member Presentation Transcript Slide1: 360 Degree AppraisalWhat is 360 Degree Appraisal?: What is 360 Degree Appraisal? 360-degree Appraisal is an assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of their effectiveness, and their performance and development needs. Slide3: 360 Degree Appraisal Advantages: Reduces bias & Fits well with TQM initiatives Disadvantages: Complex Raters may not provide fair feedback Ganging up Disagreements What the process involves: What the process involves Obtaining feedback from the manager's key contacts. These would normally include: The manager him/herself Subordinates (employees who work for the manager) Peers (fellow managers) Managers (senior management) Customers Suppliers Slide5: How does 360 Degree help ? Regular discussion of performance Identification of strengths for career development Identification of weaknesses for training Salary recommendations - A well designed performance appraisal system is associated with increased profitability Slide6: How is Feedback obtained? By using a questionnaire which asks participants to rate the individual according to observed behaviors - usually managerial or business-specific competencies. This process will not suit all companies. One should assess how well it would fit with the current culture before launching a scheme and a pilot scheme is worth building into the programme Slide7: Why 360 degree Appraisal Programs Fail? No perceived benefit Confrontation difficult Constructive feedback difficult Conflict between development and compensation How to Implement 360 Degree?: How to Implement 360 Degree? 360 Degree Feedback Planning Piloting Implementation Feedback ReviewEffective appraisal programs . . .: Effective appraisal programs . . . Comply with the law To ensure that the performance appraisal system does not violate principles of fair employment practices: - Job related performance standards - Provide employees with a written copy of the standards before the appraisal - Standards must be based on observable or measurable behaviour - Train the raters - Provide feedback - Implement an appeal system to settle disagreements Suggestions for an effective 360 degree appraisal: Suggestions for an effective 360 degree appraisal Anonymous feedback Manager involvement Prevent gaming Statistical techniques Avoid and reduce biases Training Appraisers: Training Appraisers Train appraisers to eliminate rater error Error of central tendency Leniency or strictness error Recency error Contrast error Similar to me error Performance Appraisal Methods: Performance Appraisal Methods Trait Methods Graphic rating scales Mixed standard scales Forced choice method Essay method Behavioural Methods: Behavioural Methods Critical incidents method Behavioural checklist method Behavioural anchored rating scales (BARS) Behavioural observation scale (BOS) Result Methods Productivity measure MBOConducting the Appraisal Interview: Conducting the Appraisal Interview Ask for self assessment Invite participation Express appreciation Minimize criticism Change behaviour, not the person Focus on solving problems Be supportive Establish goals Follow up day-to-day You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.