360- performance appraisal 140

7/31/2019 360- Performance Appraisal 140

1/30

5/27/2012 1

360 degree

Appraisal.


2/30

360 degree feedback

-objectives To give an insight of the

strengths & Areas to be

improved of the Employees. To identify the best employee.

To be an effective aid in Career & succession planning

Leadership development & cultural building

To know internal customer satisfaction level

To know external customer satisfaction level.


3/30

Advantages

More objective than a one personassessment

More acceptable feedback More participative & enhances the

quality of H.R/Managementdecisions.


4/30

Draw backs

More time consuming

Lack of seriousness will be counter

productive It may affect the self respect of the

employee.

More focus on system.


5/30

Conventional Appraisal

90-degree.

Supervisor

employee


6/30

A model of 360 degree

feedback.Supervisor

Internal

customerExternal

Customer

Direct Reports

Self


7/30

Elements of TDPAS

Simple & Structured

High emphasize on reciprocation


8/30

Rating:

To be rated in the scale of 1----10.

1-2=Unacceptable(consistently fail

to meet the requirements.) 2-4= Marginal(does not meet the

requirements)

5-6=effective(meets requirements)

7-8=V.Good(proactive) 9-10=Outstanding(consistently

exceeds requirements.


9/30

Attitude

Takes responsibility for action

Honest & reliable Honors commitment

See threats as an opportunity

Dependability


10/30

Job Knowledge:

Understands job duties andresponsibilities

Aware of dos & donts Relevant education

Relevant experience

Keeps track of newdevelopments


11/30

Job skill

Ability to transform knowledge intoaction

Quality of the out put Quantity of the out put

Overcomes obstacles


12/30

Relationship

Relationship

Networks builds relationship

Flexible open-minded &adaptable Exchange ideas, opinions.

Teamwork skill

Works with other departmentseffectively


13/30

Initiative & creativity

Pro active

Tries to improve on existing norms

of performance Generate new ideas

Extent to which he goes beyond

set objectives


14/30


15/30

Communication

Information sharing

Clarity of thought

Good listening skills Provides feedback

Fluency in written &oral

communication


16/30

Problem Solving

&Decision making

Anticipates and prevents problems

Defines problems, identifies rootcauses

Makes thoughtful, timely & rationaldecisions

Generates alternative solutions Selects right course of action

among alternatives


17/30

Managing Vision:

Understands link between goals &vision

Motivated towards vision Tries to create a positive work

culture

Receptive to changes


18/30

H.R.D & Management

Provides feedback & coaching

Rewards hard work & risk taking

Takes mentoring role Delegates effectively

Selects Suitable Candidates


19/30

Leadership

Establish a clear focus & direction

Implements company policies

Sets high standards Is fair & impartial

Tackles tough issues


20/30

Customer Focus:

Ensures customer

satisfaction Sets realistic customer

expectations

Solves customer problems

Meets commitments tocustomers

Seeks out customer input


21/30

Product Knowledge:

Knows and explains productfeatures/benefits

Understands/ the full productline

Understands customer'sbusiness operations and needs

Understands/responds to thecompetition

Applies market knowledge.


22/30

Sales Employees-FACTORS

ORDER BOOKING

SALES

OVERDUE ORDERS COLLECTION

MARGIN

NEW BUSINESS QUALITATIVE PERFORMANCE


23/30

Order booking

POINTS < 75

75-100

100-125

125-150

>150

1

2

4

7

10


24/30

Sales

points 150

1

2

4

7

10


25/30

Overdue Orders% Points

25

10

7

4

2

1


26/30

CollectionDays Points

75

10

7

4

2

1


27/30

Margin% Points

>40

35-40

30-35

25-30


28/30

New Business% Points

25

1

2

4

7

10


29/30

Qualitative Performance

To be rated 1----10 scale Outstanding

V.Good

Effective

Marginal

Unacceptable

10

1


30/30

Method of calculation

Weightage

Result = 80%

Relationship = 20%

360- performance appraisal 140

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