http://www.surveyconnect.com/pdf/TDM_hot_seat.

pdf

360-Degree HR Feedback
Dear Fellow,
As you know the term 360-degree feedback comes from an analogy to a compass.
The HR -360 Degree appraisal provides us the information on our work performance
from multiple points of reference, not just one, allowing you to understand how we
are viewed from a variety of perspectives. By using a confidential process to collect
information from subordinates, Managers, direct reports (if applicable) and peers,
we receive information that is more informative than traditional, one-source
methods. We are conducting the 360 Degree HR appraisal for HR department &
your feedback will help us to achieve our outcomes.

Purpose of 360 Degree for HR Department

This HR 360-Degree appraisal can serve to:

Enhance employees competitive performance for HR roles.

Enhance employees critical competencies in their key job areas.

Help us to Identify the gap , provide solutions & meeting sessions to be

conducted to remove such gaps.

Facilitate employees professional development & planning with in HR

department.

Facilitate employees with learning & growing opportunities and increase their
contribution in the workplace.

Helps us to determine specific skills and behaviors that represent employee

strengths.

Encourages teamwork within HR department.

Develop an awareness of employees perceived behavior within the

workplace.

Feedback Methodology
One generally stated outcome of a 360-degree feedback process is to improve the
behavior of an employee within selected competencies in order to move both the
employee & the organization towards success. Employee 360-degree results should
be obtained from an already discussed /approved questionnaire consisted of 40
questions which was prepared targeting the related audience on a set of different
competencies. At the end each employee will be presented his/her 360 Degree
competency ratings/appraisal results which helps us to measure specific behaviors
and competencies associated with job performance & success also helps us identify
gaps and provide

solutions. . On an average 8-12 raters will appraise each

employee. The results should be mentioned against each competency as shown

below.
Competency

Self
rating

Subordin
ates
rating

Manage
rs
rating

Peer
rating

Others

Job knowledge &

skills
Efficiency &
productivity
Leadership
Communication
Team work
Employee
development
Problem solving
approach
Attendance
There is a 5 point response scale is used a higher score is a better score.

Total
Average

1=Strongly Disagree

2=Disagree

3=Neutral

4=Agree

5=Strongly Agree

The Total column will show the average of all rater scores.

There will be an overview of the self score as well as the managers,

subordinates and peers scores.

On a 5- point scale, we will consider the scores below than 3.5 are not
satisfactory we will find the GAP in such scores & conduct one on one session
to provide employee with few suggestions & solutions, scores between 3.43.8 will be consider as an average scores, scores of 3.9 4.2 are good scores,
scores of 4.3 4.5 are very good scores and scores of 4.6 and above are
outstanding scores.

References

International Journal on Soft Computing ( IJSC ) Vol.3, No.1, February 2012

The 360-degree feedback process De-Brief study Guide by Marcle Levine

360 The powerful new model for employee assessment & performance
improvement by Mark R Edwards

CCi surveys international

www.360degreefeedback.net/FAQ.asp

www.appraisal-smart.com

At the end I would like to thank you for your time & feedback. Its really nice &
valuable to get feedback from you. Your feedback would help us to improve our
processes & to make our job better.

Aqleem Sherwani

GM &
HRBP

360 DEGREE FEEDBACK RESULTS SHEET

Employee Information:
Name/Designation :

EPI #

Department : Human Resources & Admin

Mean Scores by Competency Level:

Competencies

Job knowledge &

skills

Efficiency &
productivity

Leadership

Communication

Team work

Employee
development

Self
rating

Subordina
tes rating

Manage
rs
rating

Peer
rating

Others

Total
Averag
e

Problem solving
approach

Attendance

What we get :

Identify better development paths. With the insights participants gain & we provide the right
opportunities for employees. d

Involved every stakeholder. From peers to customers, aggregate multiple ratings paint the
entire picture.

Recognized gaps in skills and competencies. Identify areas for improvement and
development.

Write better reviews. Help us to create concise, meaningful assessments about our employees