360 Performance assessment model

DESIGNING 360 DEGREE APPRAISAL

Dr.Sarma

DR.SARMA/360/PERFORMACE MGT 1

x

dr.sarma/360/performace mgt 2

Open arena facade

Grey spot Blind spot

others

known

unknown

known unknown

Johari window

INTEGRATED 360 SYSTEM WITH CORPORATE LONG RANGE VISION


BUSINESS HR

What role HR can play in Business Goals

Enabler

Enlister

Encourager

Envisioner


NO ONE BUT HR CAN VISUALIZE THE LINKAGES

The HR is in best position to link people systems with Business goals

no other function can do this better than HR

Since you have a competent and capable HR


WHAT IS 360 DEGREE APPRAISAL?

1. It is the systematic collection and feedback of performance data on an individual on certain KSF

2. Derived from a number of the stakeholders in the performance.

3. It is a process in which manager/supervisor evaluates self on a set of criteria,

4. the boss evaluates

5. also the peers / colleagues and direct reports also evaluate performance on the same set of criteria.

6. Though at times the customer feedback is also incorporated, we are not including this group in our system as of now

DR.SARMA/360/PERFORMANCE MGT 7

STEPS IN 360 DEGREE APPRAISAL?

• Based on a specially designed questionnaire.

• Appraisers are pre decided by HR in consultation with managers

• Feedback is anonymous

• Appraisee has main Responsibility in interpreting results and feedback.

• Appraisal must be followed by actions for development.


WHY CONDUCT 360 DEGREE APPRAISALS?


WHAT ARE THE BENEFITS AND PITFALLS OF 360 DEGREE

APPRAISAL? BENEFITS TO APPRAISEE

• Perception is reality and the 360 degree process provides information to the appraisee about how one is perceived and judged by significant others within the work environment.

• it assists to identify expectations, strengths and weaknesses of their performance.

• some skills are better judged by one’s peers and subordinate staff, rather than just by one’s senior manager alone

• Reduces biased judgments and more objective


WHAT ARE THE BENEFITS OF 360

DEGREE APPRAISAL? BENEFITS TO THE INDIVIDUAL:

• It assists to identify expectations, strengths and weaknesses of the key success factors.

• Evidence is from more than, singular source,

• Some skills are better judged by one’s peers and subordinate staff, rather than just by one’s senior manager alone.

• Reduces biased judgments and tend to be more objective

• provides quantified data on skill areas needing development


WHAT ARE THE BENEFITS

• Comments expressed by several colleagues tend to carry weight.

• Feedback can be motivating for people who undervalue themselves.

• India Participants agreed that it is an enlightening and encouraging experience to compare one’s self-ratings with those of others.

• helps considerably in enhancing leadership/managerial effectiveness as we get a benchmark score organizationally on all parameters


BENEFITS TO THE TEAM /

ORGANIZATION: • Increases communication between team members.

• Leads to higher levels of trust

• Supports teamwork by involving team members in the development process.

• Increases team effectiveness.

• helps to engender a more transparent organizational culture.


HOW DO WE PLAN TO

APPROACH 360 DEGREE

APPRAISAL?

• This appraisal is for the purpose of developing leadership/managerial competencies and will not be used for increment purpose. But it may be used in combination with the KRA document

• cover all managers

• Includes boss, peers, subordinates


HAS 6 KEY AREAS

1. organizational alignment

2. Job competencies

3. Leadership competencies

4. People management competencies

5. Performance management competencies

6. Process management

• 30 questions scored on 10 point scale


WHY THE EMPHASIS ON CONFIDENTIALITY?

• Confidentiality is important to both the subject and the respondents.

• Appraisers will tend to feel anxiety about the purpose of the process and the use of the data.

• may not provide frank and honest responses and be completely open.


APPRAISER’S ROLE

• As feedback is anonymous be honest and accurate in rating

• Stick to the scale

• Add comments at the end on areas or issues which are not in the questions already rated


APPRAISEE'S ROLE/RESPONSIBILITY• Maturity to receive feedback with open mind and work on

improvement

• Believe What is stated is important than who said

• Compare self assessment with others

• Watch out for large gaps in perception which is sure sign of discord


WHAT REPORT WILL CONTAIN

• The average scores numerical /graphical for self, peers, reporting manager, subordinates

• Favorable unfavorable areas /comments

• The gap report• Strengths/weakness• Development plan• Company average vs your scores


HOW TO USE FEEDBACK THE REPORT

Look at those scores in table Identify areas where the score is below bench mark scoreIdentify the area where the self scores differ more than 1 with othersRead the points in the unfavorable sectionRead the development suggestionsIdentify those areas where you will like to enhance your skillsPlan actions on those parameters for improvementA good way is to set your own score that you wish to reachIf the gap report indicates significant gaps between self rating and others ,identify that impact group to work to narrow gapSelf analysis and dialogue with Reporting manager or HR can help in improving the scores


SO WHERE TO FROM HERE?

• Liaise with HR Department about the process, access to forms, etc.

• Familiarize with forms and parameters

• Fill up the form in one go for one person

• Complete before due date

• Once all ratings are in HR will collate data

• Prepare individual report and Share the same with appraisee

• Decide on development plan strategy if necessary consult with HR head


SAMPLE FORM

360 Appraisal Form

Rating scale 5- Excellent /always does consistently4- Very good/does most of the time3- Good/does sometimes/infrequently2- Average/does very rarely1- Below average/never does /never demonstrated the skill

Sections Questions RatingsPart 1 Organizational Competencies

Vision Alignment- Articulates corporate goals with departmental strategies and shares with every team member thereby creating the shared vision. The supervisor/manager understands / assimilates Saama's’s vision and propagates it to every one with conviction and passion. 4

Strategic/Tactical Thinking- With respect to corporate goals and planning departmental goals. 4

Culture Congruence - Manager/ supervisor is able to align to company’s cultural norms /values and assimilates everyone with the culture. 4

Business Understanding - Completely understands business priorities of Saama and articulates the understanding in energizing people /prospects. 5

Management Decision Alignment - Manager/ supervisor is able to identify himself with corporate decisions and sees the bigger picture and is always able to enlist support of others. 4


SAMPLE REPORT RADAR GRAPH


• Questions?


360 Performance assessment model

Leadership & Management

Transcript of 360 Performance assessment model