360- Performance Appraisal 140
Transcript of 360- Performance Appraisal 140
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5/27/2012 1
360 degree
Appraisal.
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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.
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Advantages
More objective than a one personassessment
More acceptable feedback More participative & enhances the
quality of H.R/Managementdecisions.
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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.
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Conventional Appraisal
90-degree.
Supervisor
employee
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A model of 360 degree
feedback.Supervisor
Internal
customerExternal
Customer
Direct Reports
Self
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Elements of TDPAS
Simple & Structured
High emphasize on reciprocation
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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.
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Attitude
Takes responsibility for action
Honest & reliable Honors commitment
See threats as an opportunity
Dependability
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Job Knowledge:
Understands job duties andresponsibilities
Aware of dos & donts Relevant education
Relevant experience
Keeps track of newdevelopments
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Job skill
Ability to transform knowledge intoaction
Quality of the out put Quantity of the out put
Overcomes obstacles
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Relationship
Relationship
Networks builds relationship
Flexible open-minded &adaptable Exchange ideas, opinions.
Teamwork skill
Works with other departmentseffectively
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Initiative & creativity
Pro active
Tries to improve on existing norms
of performance Generate new ideas
Extent to which he goes beyond
set objectives
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Communication
Information sharing
Clarity of thought
Good listening skills Provides feedback
Fluency in written &oral
communication
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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
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Managing Vision:
Understands link between goals &vision
Motivated towards vision Tries to create a positive work
culture
Receptive to changes
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H.R.D & Management
Provides feedback & coaching
Rewards hard work & risk taking
Takes mentoring role Delegates effectively
Selects Suitable Candidates
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Leadership
Establish a clear focus & direction
Implements company policies
Sets high standards Is fair & impartial
Tackles tough issues
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Customer Focus:
Ensures customer
satisfaction Sets realistic customer
expectations
Solves customer problems
Meets commitments tocustomers
Seeks out customer input
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Product Knowledge:
Knows and explains productfeatures/benefits
Understands/ the full productline
Understands customer'sbusiness operations and needs
Understands/responds to thecompetition
Applies market knowledge.
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Sales Employees-FACTORS
ORDER BOOKING
SALES
OVERDUE ORDERS COLLECTION
MARGIN
NEW BUSINESS QUALITATIVE PERFORMANCE
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Order booking
POINTS < 75
75-100
100-125
125-150
>150
1
2
4
7
10
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Sales
points 150
1
2
4
7
10
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Overdue Orders% Points
25
10
7
4
2
1
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CollectionDays Points
75
10
7
4
2
1
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Margin% Points
>40
35-40
30-35
25-30
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New Business% Points
25
1
2
4
7
10
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Qualitative Performance
To be rated 1----10 scale Outstanding
V.Good
Effective
Marginal
Unacceptable
10
1
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Method of calculation
Weightage
Result = 80%
Relationship = 20%