360 Degree
360 DEGREE PERFORMANCE APPRAISALS
Most of the younger Group Organisations and Software Industries have started implementing 360 Degree Appraisals. 360 Degree Means that all round. The employee concerned at the central Point and he is appraised by all the officials who are all connected with him on the job. I am afraid in most of the organizations, this new concept is being followed very religiously and systematically. May be the acceptance level or maturity level is not as aimed.
What I want you if you want to implement, then try at the senior level first. If it is successful at their levels, then try to percolate downwards. Higher the Maturity level higher the acceptance level is.
OBJECTIVE:
To evaluate an employee by all the officials whoever connected with him on the job for his Attitude as well as Job Performance. And to study the following:
1) To have an evaluation system very effectively.
2) To nullify biased approach
3) To view a person at different angles and utilize the same for gowth.
4) To have a consistent behavioural approach and job performance
5) To improve the quality in performance
TRAITS:
Before designing a 360 Degree Appraisals, decide what are the Attitudinal Traits and Job performance characteristics are required at each level when the person is evaluated. For example, an Engineer is evaluated by his Manager, Workmen, lateral Level of functional officials, customers or vendors and so on and so forth.
MANAGEMENT OR APPROVAL AUTHORITY EXPECT:
1. Value Addition
2. Scope for Development
3. Result-oriented
Manager expects from his Engineer the following:
1. Organisation Culture practices
2. Value Addition by control of Man, Material, Time, Training
3. Continuous Improvement on Work Methods, Data Control, Safety, etc.
4. Effectiveness of Communication on work execution, MIS system, etc.
5. Leadership Skills like Personality, Attendance & Punctuality, Team...
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