Employee Development Process. 360 Degree feedback. Objectives. Enabling the Management to understand the employees’ career aspirations and career plan. An avenue for the superior and employee to identify the strengths and areas of improvement – both behavioral and functional.
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360 Degree feedback
This policy is applicable to all the employees who
have put in a minimum of six months service in the
company as on 31st Dec of every year
[irrespective of whether they have been confirmed
or not], but excluding Trainees and FTCs
COMPANY WIDE COMPETENCIES( WITH THEIR DEFINITIONS)We have reviewed, accepted and finalized Company wide competency [Behavioral] requirements that are critical for our company’s growth. These competencies are Behavioral indicators. All employees would be given feedback on the behavioral indicators shown below.
Each of the above mentioned competencies are freezed by the Company to be assessed with all the employees.
With a view to standardize our requirement and also to make every one to have a common understanding, we had identified the behavioral indicators and defined it.
These competencies are Behavioural indicators. All the superiors, internal customers etc would be giving their feedback on the above behavioural indicators for all the employees.
Who will give the feedback?
Complete feedback asked by your peers
In a Nutshell
Band 6 & 7:
Band 5 to 4
Band 3 and above
A sheet containing the list of competencies and the rating obtained by the employee through the feedback forms would be displayed.
From the above the superior to correlate the “role based competencies needed for this slot” and his current rating.
If the rating is less than he required level, the same would be categorized as improvement areas by clicking on Yes in the training intervention column.
Also the superior has to give his comments on each and every competencies listed.
To be done by the superior empirically.
A sheet is being provided with a blank column on the following areas:
Level with selection button
This sheet is slightly different from the behavioral sheet since,
A] the behavioral competencies are standardized and listed permanently
B] the rating would also be pick up based on the feedback forms
C] Hence the superior roll is only to compare the final rating with the role based competencies needed.
Here in the functional competencies, the superior is expected to do the following:
pick the functional competencies from the role based competency template available
Type the same in the column provided
Assess the individual
Compare the result with the role based competency matrix
If the rating of the superior is less than the competency matrix identified, the same has to be categorized as improvement areas and link it with the TNI.
Based on the list and details provided by the employee, superior would do the following:
1.Send the assessment form – soft or hard copy – to the customer for their `evaluation
2.Once the feedback is received, enter the data in the link provided as per details given below:
Log on to my.cavinkare.com
Get into Superior log in
Select the subordinate name
Click on the link in the name of “feedback” in the last column
You will see a list of feedback for employees by the customer
Click on to the customer 1 or 2 or 3 and type the feedback received from the customer
Based on a] career discussion form filled by the employee b] competency feedback form – areas of strength and areas for training intervention, the superior and the employee to jointly discuss and priorities the improvement areas for the role and chalk out the action plan for the Employee development.
Arriving at the action plan, means what?
A] While arriving at the action plan for improvement area, the superior to ensure that the areas for improvement has a definite target date
B] A review for the target to be agreed upon specifically
C] An action plan need not necessarily be a class room training. However, the superior also has the following options:
I] On the job training
Ii] Special project / Assignment
Iv] Self study project etc
D] Operating procedure
Log on to my.cavinkare.com
Get into Superior log in
Select the Development plan / period
Select the employee
Click on to the”Action plan” and after this it is menu driven
This is to be done for all the employees – irrespective of bands.
This is to be done by the employee
To be completed before Dec every year.
1.During December, a link for review will be enabled next to the Action plan ikon.
2.Employee to give his comments for the action plan and target assigned to him
3.As like appraisal, once the employee submits his comments, superior can view and jointly assess the progress for development
Please contact Mr V Ganesan Senior Manager HR at HQ
Mobile 97909 27356
mail id : email@example.com