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If you are finding a better method of evaluating, in full aspects, the company culture,
the accuracy of the job descriptions, employee performance and the effectiveness of
practices and business operations, you may consider applying 360 Appraisal Method.
This is an Appraisal Method based on 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.
This method requires no computer software to have an accurate appraisal result. Many
small enterprises have developed themselves "low-tech" programs that mainly use
paper, but still, have many advantages in appraisal process. According to Rim Yurkus
and Diane Irvin - directors of LISTEN Co. (a company with headquarter in Denver,
the US, which specializes in helping corporations to develop their human resource
and apply appraisal methods), when developing 360 Appraisal Method, a company
need to focus on the following:
It shall be necessary to hold a meeting in which the purpose, procedures to apply 360
Appraisal Method and people who will receive the appraisal results will be clearly
explained. If the purpose is to develop professionalism, the results should be shared
among the evaluated employee and his manager or instructor at work.
It shall be crucial for the company to clearly explain to their employees about How
the appraisal process will be supervised, How the results will be collected, what the
next step is, when the next appraisal will be and about any training or instruction
course after evaluating.
The evaluators shall be instructed about how to give a valuable and objective
feedback. They should as well be reminded of the importance of the accuracy and of
following the Information Privacy Principle. They will be pre-informed of the
employees, behaviors and score scale to be evaluated.
The evaluated people may hold a meeting to give thank to all the evaluators for their
feedbacks, make future engagement to improve and do better with their help and
timely advices. Based on the appraisal result, the company may consider the
employees with high and outstanding performance at work and skills and the
opposites, for whom appropriate training shall be decided if necessary.
The score should be calculated for different jobs, departments and managers. These
results may be used in the interview for recruitment or for leaving off work. The
scores will be classified according to the relationship between the employee and the
evaluators (co-worker, subordinate, customer...)