360 Degree Performance Appraisal System 504b3o

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I. Contents of getting 360 degree performance appraisal system ================== Conducting performance appraisal or performance evaluation is the most effective way to assess the performance of the employees at work place. The most commonly evaluated areas are intellect, competencies at completing the tasks or meeting deadlines, growth, achievements, relationship with other employees and communication skills. The 360 degree evaluation method offers detailed assessment of the employees’ behavior and performance and collects from multiple sources. This can be collected from managers, supervisors, stakeholders, peers, colleagues and subordinates. The 360 degree provides valuable insight and helps to unveil areas of concern or improvement, so as to make any necessary changes. This kind of evaluation method is perfect to assess leadership qualities and also how the managers and supervisors are perceived by the employees and thus, is an effective way to spur growth and development within an organization. However, there are various things which you need to consider before conducting the 360 degree evaluation process. Since this kind of and appraisal method is so comprehensive and thorough, it tends to be taken more personally, as compared to other types of evaluation methods. Thus, a simple depersonalization process would help the employees to take the criticism in a positive or constructive way. This will promote effective development and thus, you can make the most out of this evaluation procedure. The 360 degree appraisal method is quite beneficial for the business organizations, as it helps to identify the strengths, as well as weaknesses, of the employees and to figure out effective ways to work upon them. Also, it gives a brilliant opportunity to the employees to improve their performance and productivity, so as to enhance the level of efficacy which is expected from

them. The 360 degree evaluation method also helps the employers to identify the training and development needs for specific employees and thus, this system serves as a brilliant development tool for the business organizations.

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III. Performance appraisal methods

1. Essay Method In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters.

2. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.

3. Rating Scale

Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases

4. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of istration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

5.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method Employees are ranked according to their performance levels. It is easier to rank the best and the worst employee. Limitations of Ranking Method The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. When a large number of employees are working, ranking of individuals become a difficult issue. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

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