Dear Seniors...
Now I need your help, As you know I am Fresher in HR field and working with a small manufacturing company.
Now we are planning to Performance Appraisal System implement into our organisation.
Please let me know How Can I implement it as effective.. and Is there any Forms for Performance Appraisal Forms...
I heared there is 360 degree appraisal is very effective ... But, I don't know what is 360 Degree PMS And How we can use it.. If, you have any type of Forms then please give me....
Thanks & Regards,
Disha G.
From India, Ahmedabad
3Now I need your help, As you know I am Fresher in HR field and working with a small manufacturing company.
Now we are planning to Performance Appraisal System implement into our organisation.
Please let me know How Can I implement it as effective.. and Is there any Forms for Performance Appraisal Forms...
I heared there is 360 degree appraisal is very effective ... But, I don't know what is 360 Degree PMS And How we can use it.. If, you have any type of Forms then please give me....
Thanks & Regards,
Disha G.
From India, Ahmedabad
Ms Disha,
A performance appraisal as we know is a method by which the job performance of an employee is evaluated. Usually it’s a supervisor/reporting manager who does this for any employee annually. When we talk about 360 degree PMS, we take the inputs not just from the supervisor but from other people as well. Primarily, there are four participants in 360 degree appraisal form, supervisor, subordinates, peers and self appraisal. All the four aspects are taken into consideration in these reviews and it creates more transparency in PMS process. However, as you’ve mentioned that you’ve mentioned that you are working in a small manufacturing company, i would suggest you to be prepared with a lot of resistance during the introduction of this process because so far ONLY SUPERVISORS were enjoying the authority of appraising their subordinates and 360 degree PMS takes away this exclusivity from them. For obvious reasons there will be objections raised, because not only their exclusivity gets shared but their subordinates will also get a chance to rate their supervisors. The best part of 360 degree is that it diminishes nepotism in companies’ big time! Make sure that you do extensive research before you present your proposal to the management. In crux, there are more advantages of 360 degree than disadvantages but still you need to ensure that your presentation should have really STRONG reasons to sell your idea.
I am attaching some forms for your reference...ALL THE BEST !!
At the end of day it’s a ‘REASON’ that can justify the actions taken by management or an employee to survive and progress professionally.
From India, Gurgaon
A performance appraisal as we know is a method by which the job performance of an employee is evaluated. Usually it’s a supervisor/reporting manager who does this for any employee annually. When we talk about 360 degree PMS, we take the inputs not just from the supervisor but from other people as well. Primarily, there are four participants in 360 degree appraisal form, supervisor, subordinates, peers and self appraisal. All the four aspects are taken into consideration in these reviews and it creates more transparency in PMS process. However, as you’ve mentioned that you’ve mentioned that you are working in a small manufacturing company, i would suggest you to be prepared with a lot of resistance during the introduction of this process because so far ONLY SUPERVISORS were enjoying the authority of appraising their subordinates and 360 degree PMS takes away this exclusivity from them. For obvious reasons there will be objections raised, because not only their exclusivity gets shared but their subordinates will also get a chance to rate their supervisors. The best part of 360 degree is that it diminishes nepotism in companies’ big time! Make sure that you do extensive research before you present your proposal to the management. In crux, there are more advantages of 360 degree than disadvantages but still you need to ensure that your presentation should have really STRONG reasons to sell your idea.
I am attaching some forms for your reference...ALL THE BEST !!
At the end of day it’s a ‘REASON’ that can justify the actions taken by management or an employee to survive and progress professionally.
From India, Gurgaon
Why should I call you and mail.. If, you help to guide me then put your answer here only.. Sorry Brother...
From India, Ahmedabad
From India, Ahmedabad
Dear Disha,
I only asked you as there was an HR Conclave in Ankleshwar city and was a big event for people like us. I have invited so many HR people to attend it and that's y only i asked you to do so.
If you were uncomfortable with my post then sorry but there was not anything otherwise.
From India, Surat
I only asked you as there was an HR Conclave in Ankleshwar city and was a big event for people like us. I have invited so many HR people to attend it and that's y only i asked you to do so.
If you were uncomfortable with my post then sorry but there was not anything otherwise.
From India, Surat
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Performance Appraisal Form for Staff.doc