Can anyone guide me on step by step process of a real 360-degree appraisal? how are the results quantified to come up with a rating?

Hello Seniors, Can anyone guide me on step by step process of a real 360-degree appraisal and not from our HR books.
My main concern here is how are appraisers (i.e. people who appraise)are selected. And how are the results quantified to come up with a rating?
Thanks for ur help in advance.
Bharti

I want to understand more about 360 degree apparisal and was wondering how it work in a real life scenario.
Anyone sharing thought on how 360 degree appraisal process works would help me.
Hope i answered ur question .Happy to provide any more clarity required.

I wonder why you want this thread closed. There is a reason behind my madness of raising questions before guiding. Without knowing the reason for the query and the background knowlewdge of the blogger, it is sometimes a waste of time for both. I have seen threads where the blogger is not satisfied with the reply.
Before closing the thread, I will like to provide a link where there isa case study that shows that a simple answer to your query is not possible. Please see http://ncvo.org.uk <link updated to site home>

Dear Bharti

I want to suggest the process of 360 degree appraisal:

1. first develop a tools for different positions ( executives,managers,DGMs,and CEO etc

2 Orient the staff on appraisal and procedur they follow if you are really particualr than you have to roll out it in seal cover to capture the real feedback and to know the actual challenges

3. It must be in mutual process executives and all other layers will submit their apprisal form to unit head/plant head

4. Plant head will also fufill his appraisal form and submit to the MD and governing body members

The main objective of this process is to know the actual feed back of your employees:1. This is because executive cannot give the actual feed back about his reporting officer because he /she will be targeted

2. At the same time you will take the feed back from their reporting officer about his/her team members is closed apprisal form application

3. The tool must be smart and try to capture the actual status of their feeling /challenges

I hope this process will serve your purpose to resolve your oganization operational issues and this will help your to raise the comfort levels of your employees and minimize your staff turnover issue also.

finally this is the only ventilation for the lower staff to express their feelings about their supervisors and you have to give high prirority to this exercise and try to resolve the abnormal issues in this exercise.

I hope it will serve your purpose.

regards,,

sarkar

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