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Just how to Apply 360 Appraisal Method


If you are finding a better approach to evaluating, entirely aspects, the company culture, the accuracy of the task descriptions, employee performance and the potency of practices and business operations, you could consider applying 360 Appraisal Method.

That is an Appraisal Method on the basis of the feedback from many points of view such as of employees under other managers, direct managers, subordinates, Director Board members or of customers and suppliers, etc.

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This technique requires no computer software to have an accurate appraisal result. Many small enterprises allow us themselves "low-tech" programs that mainly use paper, but nonetheless, have many advantages in appraisal process. Based on Rim Yurkus and Diane Irvin - directors of LISTEN Co. (a company with headquarter in Denver, the US, which specializes in aiding corporations to produce their human resource and apply appraisal methods), when developing 360 Appraisal Method, an organization need to concentrate on the next:

1. Making agreement with the employees

It shall be necessary to hold a meeting in which the point, procedures to use 360 Appraisal Method and people who will get the appraisal results will undoubtedly be clearly explained. If the point is to produce professionalism, the outcomes must certanly be shared on the list of evaluated employee and his manager or instructor at work.

If the point is to consider the performance for bonus, it shall be necessary to spell out clearly the role (by percent) of the Appraisal Way of 360. Like, an employee will get a bonus on considering his general performance (50%), fulfillment degree of the company goals (25%) and the consequence of 3600 Appraisal Method (25%).

It shall be crucial for the company to clearly explain for their employees about How a appraisal process will undoubtedly be supervised, How the outcomes will undoubtedly be collected, what the next thing is, when the next appraisal will undoubtedly be and about any training or instruction course after evaluating.

2. Accumulating a Common Job Description

You ought to start by establishing a professional board which includes representatives of different departments, to work out an outline with skills, knowledge and experience needed for each job. 
The description must look into the core value and strategy of the company as a Lodestar and consider good performance employees as typical when establishing work description. When skills and professional qualifications for every job are unified, they shall be split into smaller, more specific and more straightforward to observe behaviors.

3. Convert the behaviors above into appraisal questions

To have accurate appraisal result, predicated on small behaviors as stated above, appraisal questions must be extracted from in order to any evaluator can understand and give the similar feedback when being asked with such question no matter when he is asked (6 weeks, 6 months or 6 years periodically) 
The important point is that these questions must be unified and suitable to the company condition. Finally, the listing of appraisal questions on the employee behaviors will undoubtedly be revised by summarizing and adding just about question (if necessary), then submit to the Director Board for approval.

4. Holding Training Course for responsible People for evaluating

The evaluators shall be instructed about how to offer a valuable and objective feedback. They should as well be reminded of the importance of the accuracy and of following Information Privacy Principle. They will be pre-informed of the employees, behaviors and score scale to be evaluated.

It will undoubtedly be appropriate to use 1 - 7 appraisal score scale, in which 1 is "unacceptable" and 7 is "excellent ".A section of "Not Applied (or N/A)" will undoubtedly be applied as for the appraisal not concerning the task or employee to be evaluated. Additionally, there must be some questions requiring feedback in writing, for instance: "What do you consider are the advantages that Mrs. A has brought us?"; "What do you consider Mr. B have to do first to improve his performance later on?"

5. Action after Evaluating

The evaluated people may hold a meeting to offer thank to any or all the evaluators for their feedbacks, make future engagement to improve and do better making use of their help and timely advices. On the basis of the appraisal result, the company may look at the employees with high and outstanding performance at work and skills and the opposites, for whom appropriate training shall be decided if necessary.

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