360 Degree Performance Appraisal Form 3uq4f

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I. Contents of getting 360 degree performance appraisal form ================== A 360-degree performance appraisal gathers input from management, peers, customers and subordinates to develop a comprehensive understanding of employee performance. The reliability of this kind of performance evaluation depends on the quality of the information from the respondents. While the 360-degree review system has its strong points, certain issues that can affect its effectiveness. Objectiveness An employee's supervisor has to possess the ability to be objective for the performance appraisal to be useful. One of the barriers to effectiveness for a 360-degree performance appraisal is the objectiveness of the other reviewers in the process. A close personal relationship with peers can skew a review in favor of the employee. If the employee gives customers price breaks and special deals that do not necessarily benefit the company, but do benefit the clients, the clients will give a positive review. Those types of reviews are not based on performance as much as they are based on personal preference or needs of the client. Comprehensive Information Getting comprehensive information from those who do not completely understand the employee's job duties can be difficult. A co-worker may have a general understanding of the appraised employee's responsibilities, but she may not possess enough understanding to make a comprehensive review. Supplying a job description along with the appraisal request can help, but if the reviewer is not familiar with the needs and terminology of the job duties, not even the job description can guarantee a comprehensive review.

Experience in Appraisals A 360-degree performance appraisal is reliable as long as the reviewers know what to look for in an employee's performance. If someone has never given a job appraisal before, he may not understand what aspects of performance to judge. For example, a customer may focus in on the phone demeanor of a customer service representative, but completely ignore the representative's ability to analyze a situation and develop an acceptable solution. To create a reliable 360-degree performance appraisal, the human resources department needs to ensure that all participants come into regular with the employee. For example, some salespeople often interact with the company . The human resources group should find those salespeople, not ones who only have occasional , to obtain an effective evaluation of the 's performance. ==================

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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