This is a breakthrough multi-rater assessment technique because it helps get 360 overhauling about an employee's complete persona. It involves begetting response through structured questionnaire from the bosses, peers as well as the subordinates. Many a time customer's feedback is also included in the account. With this appraisal it becomes easy to identify an apple of boss's eye who could be a brutal bully with other employees mainly his peers and subordinates. The structured questionnaire takes into account parameters such as his hidden talents, approach towards work, behavioral quirks, effective communication skills, ethical standards, values and employee loyalty-scanned, and assorted, checked and counterchecked from peers. The findings are displayed in the form of pie-charts or bar graphs for every parameter.
Merits:
o The structured questionnaire can be set forth as one of effective fact-finding data to gauge employee truths.
o The appraisal helps self-correction especially for the ones with inflexible styles of management.
o Helps recognize potential talent and initiate potential appraisal for promotion. It also helps identify training needs amongst employees and formulate training modules accordingly.
o Helps design promotion and reward for each and every employee in the organization.
o 360 degree appraisal is better suited to appraise the employee on behavioral and other intangible attributes rather than on hard-core job performance ratings.
o Bring to light the reality show about organizational culture and ambience.
o Helps assess methods used to meet targets and whether they are desirable in the present context or have they lost their importance over the time.
o This all round appraisals serve as a bridge to fill the gap between the employee's self-assessment about himself and his peer's and subordinate's opinion about him.
o Helps employees to be self-aware of their behaviors and how they are perceived by others. It helps them check for the fear of being rated and exposed.
Demerits:
o Often the colleague's responses are biased. Assessments are marked depending upon relationship. Often an employee may be ranked poorly due to jealousy or any other preconceived notion spread about him.
o Is incapable of gauging ratings pertaining to meeting targets.
o Can be used to show down people.
Merits:
o The structured questionnaire can be set forth as one of effective fact-finding data to gauge employee truths.
o The appraisal helps self-correction especially for the ones with inflexible styles of management.
o Helps recognize potential talent and initiate potential appraisal for promotion. It also helps identify training needs amongst employees and formulate training modules accordingly.
o Helps design promotion and reward for each and every employee in the organization.
o 360 degree appraisal is better suited to appraise the employee on behavioral and other intangible attributes rather than on hard-core job performance ratings.
o Bring to light the reality show about organizational culture and ambience.
o Helps assess methods used to meet targets and whether they are desirable in the present context or have they lost their importance over the time.
o This all round appraisals serve as a bridge to fill the gap between the employee's self-assessment about himself and his peer's and subordinate's opinion about him.
o Helps employees to be self-aware of their behaviors and how they are perceived by others. It helps them check for the fear of being rated and exposed.
Demerits:
o Often the colleague's responses are biased. Assessments are marked depending upon relationship. Often an employee may be ranked poorly due to jealousy or any other preconceived notion spread about him.
o Is incapable of gauging ratings pertaining to meeting targets.
o Can be used to show down people.
No comments:
Post a Comment