Dear All, There are many ways of appraisal system. I have come to know the word 360 Degree appraisal System. pls. give me more details if you have. Thanks, Amit Kumar Tawar
From India, Mundra
2From India, Mundra
Hi Amith,
I am a student of HR. Hope i can be of help.
Let me start by telling a little bit about the history of 360 degree. In the 1940s the US army had used the concept of 360 degree to improve the performance of their troops. This process involved getting feedback from everyone the trrop was involved with directly and indirectly.. this meant superiors and subordinates (in this case). The implementation saw lotts of improvement. In the 1990s HR managers and OD experts.. had learnt about the concepts and tried to put it into practice... However it was a tough process as documentation was huge, time requirement was high and the stress of the exercise slowly reduced the enthusiasism of those involved. By the year 2000 as internet became popular.. HR professionals started using the system again for appraisals and development of their employees... this was not linked to remuneration in all cases of my knowledge. There are also online softwares that help the speedy usage of this system.. Once the first online 360 degree feedback tools appeared it became possible to request feedback from raters anywhere in the world by email, to fully customize automated systems, and to generate reports for recipients literally in minutes. There have also been tailor made systems.. having comparative reporting, aggregate reporting and even in local languages of the employees to faciliate the process.
www.opm.gov/perform/wppdf/360asess.pdf
This is a must read link.. its really a total coverage of information you could get about the topic. Its copyrighted... so i have not directly uploaded it. Credit goes to opm.gov
I have also uploaded another good relevant adobe file.
There are several cases and books you could refer on the topic. Check on cases in Motorola, NIIT, Wipro etc. They are quite good. Read on TV Rao too. Hope i have been of help.
Sam Amose
Student of HR
Alliance Business Academy
Bangalore
I am a student of HR. Hope i can be of help.
Let me start by telling a little bit about the history of 360 degree. In the 1940s the US army had used the concept of 360 degree to improve the performance of their troops. This process involved getting feedback from everyone the trrop was involved with directly and indirectly.. this meant superiors and subordinates (in this case). The implementation saw lotts of improvement. In the 1990s HR managers and OD experts.. had learnt about the concepts and tried to put it into practice... However it was a tough process as documentation was huge, time requirement was high and the stress of the exercise slowly reduced the enthusiasism of those involved. By the year 2000 as internet became popular.. HR professionals started using the system again for appraisals and development of their employees... this was not linked to remuneration in all cases of my knowledge. There are also online softwares that help the speedy usage of this system.. Once the first online 360 degree feedback tools appeared it became possible to request feedback from raters anywhere in the world by email, to fully customize automated systems, and to generate reports for recipients literally in minutes. There have also been tailor made systems.. having comparative reporting, aggregate reporting and even in local languages of the employees to faciliate the process.
www.opm.gov/perform/wppdf/360asess.pdf
This is a must read link.. its really a total coverage of information you could get about the topic. Its copyrighted... so i have not directly uploaded it. Credit goes to opm.gov
I have also uploaded another good relevant adobe file.
There are several cases and books you could refer on the topic. Check on cases in Motorola, NIIT, Wipro etc. They are quite good. Read on TV Rao too. Hope i have been of help.
Sam Amose
Student of HR
Alliance Business Academy
Bangalore
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