2. Potential appraisal 3. Post appraisal interview By Dr.Rama sayanarayana Mullapudi Faculty of HRM Acharya Nagarjuna University 360-degree appraisal is a recent method which can be used to appraise the performance of an employee. This method was first developed and used in a formal way by General electric company of USA in 1992. This method has attracted the attention of many more companies. In India too, companies like Reliance industries, Wipro Corporation, Infosys Technologies, Thomas cook etc., are using this method effectively. However, this method could not gather momentum because of several technical problems. The appraiser can be any person who has knowledge about the job done, the contents to be appraised, the standards of contents, and observes the employee while performing a job. The comprehensive appraisals from the supervisors, peers, subordinates, and the employee himself/herself and clients/customers are called 360° appraisal. The appraiser should assess the performance without bias and must also be capable of determining what is more important and what is less important. In most of the traditional techniques, appraisal of an employee is done by the immediate superior. In 360-degree appraisal, the superior appraises the employee on various dimensions of the job as may be decided. Another distinctive feature of 360- degree appraisal is the peer appraisal. Peers of an employee are in a better position to evaluate certain aspects of his behaviour. Since the employee is more closely linked to his peers at the workplace, they may be able to appraise his contributions to the group efforts, interpersonal effectiveness, communication skills, reliability, initiative, etc. However, in such appraisal biases are likely to emerge specially if the appraisal results are used for deciding rewards. Subordinates can appraise their superior in terms of how he facilitates their working, delegates authority, allocates work and resources and shows fairness to them. An employee's performance is evaluated by the clients who interact with the employee.
These clients may be suppliers of
inputs or customers of outputs. These clients may rate the employee in terms of his providing services to them, his cooperation, courtesy, dependability and innovativeness. Self-appraisalis a very important part of the 360-degree appraisal because it gives the employee absolute freedom to objectively look at his strengths and areas of development along with opportunity to assess the performance. Self- appraise also provides the opportunity to express his career moves for the future. The role of HR department in 360-degree appraisal is that of facilitator. The department consolidates the appraisal inputs, identifies the points of consensus, and provides feedback to the appraisee so as to overcome. The weaknesses as identified in the appraisal. The department also devises action plans for overcoming those weaknesses. Thus, the 360-degree appraisal involves appraisal by of an employee by self, superior, subordinates and peers. Potential appraisal is a future-oriented assessment aiming to evaluate employees' potential for higher positions and responsibilities in the organizational hierarchy. It is commonly used in performance appraisal processes by organizations.
Potential refers to the abilities present but not
currently utilized. It is the latent capacity to discharge higher responsibilities in future roles. Performance, on the other hand, denotes the extent to which the individual meets the standards of the current position. The potential of employees can be judged by:
Reviewing present performance .
Analysing personality traits. Relooking at past experience. Considering age and qualifications. Explaining unused knowledge and skills of an employee. A sound appraisal system should include the post-appraisal interview. This interview provides the employee the feedback information. This interview also provides an opportunity to the appraiser or rater to explain the employee's rating, the traits and behaviour, he has taken into consideration for appraisal. This interview also gives an opportunity to employee to explain his views about the rates, standards or goals, rating scale, internal and external environment causes for low level of performance, his resources responsible for performance. Further,this interview helps both the parties to review standards, set new standards based on the reality factors.
The rater can provide guidance,
coaching and suggestions to the employee for improving his performance. to let the employees know where they stand. to help employees do a better job by clarifying what is expected of them. to plan opportunities for development and growth. to strengthen superior-subordinate working relationship. to provide an opportunity for employees to express themselves on performance related issues. to exchange valuable information for career planning.
Thus, post-appraisal interview is most helpful
to the employee as well as his superior. Thanking you