Hi, What i sthe difference between 90, 180, 360, 540 and 720 degree Performance Appraisal and which one do you suggest the best?
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
360 Degree worked fine. However, tumulting the degrees without being able to implement feedbacks , wont create any impact , and will only prolong the process.
What do you find is best aligned with your firm ? Choose the process , where you can divide the weightage from the response.
Looking forward to hear from you
From India, Mumbai
1856What do you find is best aligned with your firm ? Choose the process , where you can divide the weightage from the response.
Looking forward to hear from you
From India, Mumbai
180 degree:
180 Degree is one of the method by which feedback of an employee can be judged and measured.
Here two people are involved in the feedback process; one is the employee himself and his immediate boss.
The employee share his work experiences including good and bad with the hr people, and the boss gives the feedback of the skills and attitude the employee carry. And then the data collected is matched with the competency norms of the organization and a feedback is prepared about that particular employee. And with this feedback the management takes s further actions for better performance of that employee.
This performance appraisal form is used in all big and small scale industries and organization.
Source: What is 180 degree performance appraisal
360 degree:
360-degree feedback will include direct feedback from an employee's subordinates, peers, and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders.
Source: 360-degree feedback - Wikipedia, the free encyclopedia
540 degree:
540 degree is where additional groups are asked to contribute - for example 'customers' and other 'stakeholders' - 5 or more dimensions.
Source: What is 540 degree performance appraisal
720 degree:
720 degree performance appraisal is an integrated method of performance appraisal where, the performance of an employee is evaluated from 360 degrees (Management, Colleagues, Self and also customers) and timely feedback is given and performance is evaluated again based on the targets that are set. Hence, 720 degree performance appraisal can be stated as twice 360 degree performance appraisal: once when the appraisal is done and the targets are set and he second where the feedback is given and the boss gives tips to achieve the goals. Hence,
there is a pre and a post round of feedback
Source: http://zenithresearch.org.in/images/...DR%20TAPAL.pdf
Check a PPT: 180 Degrees Pa V2[1]
Other methods to do performance appraisal:
Critical Incident Method, Weighted Checklist, Paired COmparision Analysis, Graphic Rating Scales, Essay Evaluation, Behavioural Anchored Rating Scales (BARS), Performance Ranking Method, Management By Objectives (MBO), Forced Ranking, Behavioural Observation Scales
Source: <link no longer exists - removed>
Other reading material
https://docs.google.com/viewer?a=v&q...qQW2UoNkMiKNFw
Implementing a 360 degree feedback process <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
180 Degree is one of the method by which feedback of an employee can be judged and measured.
Here two people are involved in the feedback process; one is the employee himself and his immediate boss.
The employee share his work experiences including good and bad with the hr people, and the boss gives the feedback of the skills and attitude the employee carry. And then the data collected is matched with the competency norms of the organization and a feedback is prepared about that particular employee. And with this feedback the management takes s further actions for better performance of that employee.
This performance appraisal form is used in all big and small scale industries and organization.
Source: What is 180 degree performance appraisal
360 degree:
360-degree feedback will include direct feedback from an employee's subordinates, peers, and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders.
Source: 360-degree feedback - Wikipedia, the free encyclopedia
540 degree:
540 degree is where additional groups are asked to contribute - for example 'customers' and other 'stakeholders' - 5 or more dimensions.
Source: What is 540 degree performance appraisal
720 degree:
720 degree performance appraisal is an integrated method of performance appraisal where, the performance of an employee is evaluated from 360 degrees (Management, Colleagues, Self and also customers) and timely feedback is given and performance is evaluated again based on the targets that are set. Hence, 720 degree performance appraisal can be stated as twice 360 degree performance appraisal: once when the appraisal is done and the targets are set and he second where the feedback is given and the boss gives tips to achieve the goals. Hence,
there is a pre and a post round of feedback
Source: http://zenithresearch.org.in/images/...DR%20TAPAL.pdf
Check a PPT: 180 Degrees Pa V2[1]
Other methods to do performance appraisal:
Critical Incident Method, Weighted Checklist, Paired COmparision Analysis, Graphic Rating Scales, Essay Evaluation, Behavioural Anchored Rating Scales (BARS), Performance Ranking Method, Management By Objectives (MBO), Forced Ranking, Behavioural Observation Scales
Source: <link no longer exists - removed>
Other reading material
https://docs.google.com/viewer?a=v&q...qQW2UoNkMiKNFw
Implementing a 360 degree feedback process <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
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