360 performance appraisal

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I. Contents of getting 360 performance appraisal

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360 Appraisals, also know as multi-rater feedback or peer appraisals, can create a
comprehensive view of an employees performance. HRsmarts 360 Appraisal Solution allows
managers to extend beyond employee peers by gathering feedback from clients, vendors or
others with whom they frequently interact.
HRsmarts 360 Appraisal Solution provides an easy method for gathering critical data. This
strategic tool can help managers:

Gauge employee performance:

Managers typically only see a piece of the picture, but what they dont
see can be even more telling. When feedback is gathered from peers
or outside contacts, a persons true value can become more apparent.
Perhaps a customer service manager goes above and beyond every
time they receive a call, or vendors receive all of the information they
need on the first inquiry.

Identify leader:
360 Appraisals can help managers more effectively pinpoint group
leaders. Peer reviews are a great way to determine who had leadership
ability within a group by helping you identify employees who motivate
others, set good examples and can be trusted by peers to do their part

traits that are often overlooked or hard to identify in team or group

settings.

Increase employee awareness:

360 appraisals provide insight into competencies and skills held by
employees and can help employees better understand how the
behaviors and attitudes they exhibit impacts those around them.
Anonymous feedback also encourages more open feedback and
honesty, particularly when direct peers and managers are involved and
Human Resource Management.

Create and manage 360 assessments:

This easy-to-use system allows appraisal owners to easily generate
assessments, then quickly edit, view and print the results. Data can be
captured in an employees annual performance assessment with the
option to include it in the overall rating.

HRsmarts 360 Appraisal solution is a core component of the Employee Performance

Management solution; however, it can be purchased as a stand-alone application. Contact a sales
representative for more information.
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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 Raters 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 administration, 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 terms 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 supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

III. Other topics related to 360 performance appraisal (pdf, doc

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