As there are several ways in PMS rather in performance appraisal system how to justify which method is more effective. whether forced distribution (bell curve) or 360 degree feedback
From India, Chennai
3From India, Chennai
360 degrees feedback is more useful to obtain inputs from the environment about the areas of development or to find out how the environment looks at people as business leaders. Therefore, it is a preferred option for Managers & above in an organization.
If managers, in their development, are trained & tuned up for appraisal of their subordinates, the Performance Appraisal system becomes objective & thus more acceptable across the company. And if the performance evaluation is made Goal - based, the concept of accountability sets in. All these together impact positively on the growth of business.
You may choose what suits your company the best since you know better your business & its needs.
From India, Delhi
If managers, in their development, are trained & tuned up for appraisal of their subordinates, the Performance Appraisal system becomes objective & thus more acceptable across the company. And if the performance evaluation is made Goal - based, the concept of accountability sets in. All these together impact positively on the growth of business.
You may choose what suits your company the best since you know better your business & its needs.
From India, Delhi
Thank you so much for your reply.
would like to mention that is that forced distribution is very budget specific and hence largely accepted across industries!
whereas more open organisation can use 360 degree feedback?
From India, Chennai
would like to mention that is that forced distribution is very budget specific and hence largely accepted across industries!
whereas more open organisation can use 360 degree feedback?
From India, Chennai
Is this a hypothetical question or have you got a specific scenario in mind? It is "Horses for Courses" as the saying goes.
From United Kingdom
From United Kingdom
It varies from company to company... PMS depends on the company culture, company business model, how mature is it's hr dept..etc etc..
suddenly you can't jump into a conclusion, by just reading few materials...it depends on the talent structure
1.what talent base your company have.
2.what are your future plans for the next 3-4 quarters.
3.do you have any retention plans, system in work
4.pay structure, perks , incentive structure u offer.
5.Is your hr dept having such backups, resources, manpower to support the whole PMS process, is the dept. ready for the new venture financially and is the dept mature enough to start such new process all of sudden?
6.what performance model will suit your business model and sentiments .
7.what modifications, additions you need to make in the process.
8.do your employee possess any knowledge about PMS, any literature regarding performance and why it is important...suppose you use KRA based PMS appraisal, then your employee should know what is KRA, how it differ from normal responsibility and duty..
9. is your talent base ready to accept the change in the company culture...
10. always remember no one likes to be appraised by some one else..So its not an easy task, employee sentiments and growth are attached to it. its very crucial..single mistake can back fire in bad way...
From India, Calcutta
suddenly you can't jump into a conclusion, by just reading few materials...it depends on the talent structure
1.what talent base your company have.
2.what are your future plans for the next 3-4 quarters.
3.do you have any retention plans, system in work
4.pay structure, perks , incentive structure u offer.
5.Is your hr dept having such backups, resources, manpower to support the whole PMS process, is the dept. ready for the new venture financially and is the dept mature enough to start such new process all of sudden?
6.what performance model will suit your business model and sentiments .
7.what modifications, additions you need to make in the process.
8.do your employee possess any knowledge about PMS, any literature regarding performance and why it is important...suppose you use KRA based PMS appraisal, then your employee should know what is KRA, how it differ from normal responsibility and duty..
9. is your talent base ready to accept the change in the company culture...
10. always remember no one likes to be appraised by some one else..So its not an easy task, employee sentiments and growth are attached to it. its very crucial..single mistake can back fire in bad way...
From India, Calcutta
@ Soumik thank you so much for the reply.
@Nashbramhall
it is not at all a hypothetical question. but i want to know in general where forced distribution has several merits/demerits but widely accepted. at the same time 360 degree is gaining prominence. so why companies are considering it better over forced distribution.
Please reply its urgent.
From India, Chennai
@Nashbramhall
it is not at all a hypothetical question. but i want to know in general where forced distribution has several merits/demerits but widely accepted. at the same time 360 degree is gaining prominence. so why companies are considering it better over forced distribution.
Please reply its urgent.
From India, Chennai
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