Dear Sir/Madam, I would want to know about the process of 360 degree performance appraisal, can anybody please let me understand about this? Regards Jyoti Chavan
From India, Mumbai
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From India, Mumbai
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Hi Jyoti I Have one ( currently) PPT on 360 degree appraisal It may help you Take care Jyoti Regards Devanand
From India, Bangalore
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2From India, Bangalore
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Please access the basket by clicking on the following link:
https://www.citehr.com/download-list.php?query=360
From India, Coimbatore
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https://www.citehr.com/download-list.php?query=360
From India, Coimbatore
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Hi,
360-degree appraisal form design - template guidelines
Job descriptions are also a useful starting point for (but by no means the full extent of) establishing feedback criteria, as are customer/staff survey findings in which expectations/needs/priorities of appraisee performance are indicated or implied.
A 360-degree appraisal template typically contains these column headings or fields, also shown in the template example below:
Key skill/capability type (e.g., communications, planning, reporting, creativity, and problem-solving, etc. - whatever the relevant key skills and capabilities are for the role in question).
Skill component/element (e.g., 'active listening and understanding' [within a 'communications' key skill], or 'generates ideas/options' [within a 'creativity/problem-solving' key skill]). The number of elements per key skill varies - for some key skills, there could be just one element; for others, there could be five or six, which I'd recommend be the maximum. Break down the key skill if there are more than six elements - big lists and groups are less easy to work with.
Question number (purely for reference and ease of analysis).
Specific feedback question (relating to skill component, e.g., does the person take care to listen and understand properly when you/others are speaking to him/her? [for the active listening skill]).
Tick-box or grade box (ideally a, b, c, d, or excellent, good, not good, poor, or rate out of 5 or 10 - N.B. clarification and definitions of the rating system to participants and respondents are crucial, especially if analyzing or comparing results within a group when obviously consistency of interpretation of scoring is important).
Sample Format Attached.
Rgds - Jothi
From India, Coimbatore
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360-degree appraisal form design - template guidelines
Job descriptions are also a useful starting point for (but by no means the full extent of) establishing feedback criteria, as are customer/staff survey findings in which expectations/needs/priorities of appraisee performance are indicated or implied.
A 360-degree appraisal template typically contains these column headings or fields, also shown in the template example below:
Key skill/capability type (e.g., communications, planning, reporting, creativity, and problem-solving, etc. - whatever the relevant key skills and capabilities are for the role in question).
Skill component/element (e.g., 'active listening and understanding' [within a 'communications' key skill], or 'generates ideas/options' [within a 'creativity/problem-solving' key skill]). The number of elements per key skill varies - for some key skills, there could be just one element; for others, there could be five or six, which I'd recommend be the maximum. Break down the key skill if there are more than six elements - big lists and groups are less easy to work with.
Question number (purely for reference and ease of analysis).
Specific feedback question (relating to skill component, e.g., does the person take care to listen and understand properly when you/others are speaking to him/her? [for the active listening skill]).
Tick-box or grade box (ideally a, b, c, d, or excellent, good, not good, poor, or rate out of 5 or 10 - N.B. clarification and definitions of the rating system to participants and respondents are crucial, especially if analyzing or comparing results within a group when obviously consistency of interpretation of scoring is important).
Sample Format Attached.
Rgds - Jothi
From India, Coimbatore
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Hi Jyothi,
Herewith, I am enclosing a 360-degree performance feedback short note. I hope it will also be helpful to you.
Comments & Suggestions:
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
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Herewith, I am enclosing a 360-degree performance feedback short note. I hope it will also be helpful to you.
Comments & Suggestions:
Regards,
Krishna Saladi
+91 98481 04265
From India, Madras
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Hi Jyoti,
You are most welcome. Are you working on any curriculum project, or are you currently working? The 360-degree tool is very reliable if used properly. Currently, we are using it in our organization. If you need more input, feel free to ask.
Take care.
Regards,
Dev
From India, Bangalore
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You are most welcome. Are you working on any curriculum project, or are you currently working? The 360-degree tool is very reliable if used properly. Currently, we are using it in our organization. If you need more input, feel free to ask.
Take care.
Regards,
Dev
From India, Bangalore
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Hi, I am working as HR -Recruiter in pune & want to go in core HR jobs, thats why i want to know about 360 degree appraisal, again thanks lot to you always need your help Regards Jyoti
From India, Mumbai
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From India, Mumbai
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Hi Jyoti,
Good to hear. Are you working as an HR Recruiter in consultancy or in a corporate setting? I am looking for a change. If you have any references, please let me know. I am currently working on a temporary basis. I am a fresh MBA graduate with a BE in automobile. If you can help, I will send you my CV.
Regards,
Dev
From India, Bangalore
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Good to hear. Are you working as an HR Recruiter in consultancy or in a corporate setting? I am looking for a change. If you have any references, please let me know. I am currently working on a temporary basis. I am a fresh MBA graduate with a BE in automobile. If you can help, I will send you my CV.
Regards,
Dev
From India, Bangalore
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
Standard 360 Degree Appraisal Form.doc