QUESTION:

ANSWER: 360 DEGREE QUESTIONNAIRE

Introduction- 360 feedback does not actually focus on performance but rather on all aspects
that can be attributed to an employee’s behavior. In this way it can help the person improve their
interactions, their communication and in the end , their job performance. In a 360 degree
assessment is a performance management tool intended for employees to get multisource
feedback about work performance and improvement areas. 360 degree is a process that solicits
feedback on an employee’s performance from several different sources: managers, peers, reports
and self assessment. 360 feedback survey information including sample questionnaires, forms
and items. The result of this type of feedback process provide an understanding of how the
employees is perceived from different perspectives. This process helps an individual understand
how others perceive their work performance. This type of information can guide employee
development and identify training needs. Feedback is important for businesses and individuals
alike. On one hand, companies want feedback from customers so that they can see where they
are going wrong and what needs to be done. On the other hand, employers want feedback about
their employees so that they can evaluate how they need to be compensated or given promotions.
It is a way of gathering feedback anonymously about a specific employee from multiple people
who work with the person in the company. After the 360 survey questions are complete , we use
them to formulate a report. This 360 report will show the strength of the employees and areas
where they can improve. Offers additional sources for identifying performance improvement 360
can provide guidance on skills that an employee may need to develop.

Concept- You can make open ended questions as mandatory or optional questions to carry out
by the participant, through optional may limit the comments and qualitative feedback, which is
valuable for understanding results and specific use cases. Most question used in 360 degree
feedback are closed- ended questions that have a specific answer range. This does make data
collection easier to collect and analyze in quantifiable ways, meaning comparisons are also easier
to do. These close- ended questions are useful for HR manager for adding to management 360
feedback reviews to ask relevant question for this particular role. Where you decide you want to
add in open –ended questions, you can add these in after each question to find out specific
reasons why participants answered in the way they did or the end of the close- ended questions,
to give summaries or final thoughts outside of the selection of close-ended questions.
Develop questionnaire- Questionnaire typically include from 50 to 100 items. When
estimating the amount of time to complete the questionnaire ,you should estimate about 1 minute
per questionnaire item. A questionnaire used for 360 feedback survey typically contains items
that are rated on a 4 to 7 point scale. These items may be developed to measure different
dimensions of job performance . Questionnaire also typically include one or more open-ended
questions to solicit written feedback.
Ensure positivity of participants – Steps must be taken to ensure the positivity of the feedback
results. For example, feedback rating from several subordinates may be combined to mask the
identity of an individual subordinate. Comments or written answers to questions may be
summarized in the results to mask the identity of the author. The positivity helps ensure that the
results are genuine.
Operate the feedback questionnaire – Distribute questionnaire forms with instructions. May
want to prepare answers to common questions if other employees will be assisting in the
administration. If possible, post the questions and answers to your website for easy access.
Provide orientation- Often the feedback process involves use of one or more questionnaires,
confidential information and involvement from many different areas of an organization.
Therefore orientation to the feedback process is needed to facilitates a smooth feedback process.
During this orientation, employees should informed of what 360 feedback is and why it is being
implemented at your organization . You may want to provide samples of the questionnaire items.
Analyze the data- You may want to analyze the data by organizational division or department to
assess group and organizational strengths and weaknesses. This can be used to promote training
and organizational development. Basic data analysis would include averages of ratings. More
complicated analyses may include factor-analysis . Types of analyses include: Performance
dimension summary, Item rating performance vs. expected, group and organizational ranking
and recommendations for development.
Develop and Distribute Results- Most results for an employee will include a comparison of
their ratings to the ratings of their supervisor and average of the ratings from others . The
comparisons may be in the form of numbers or simple bar charts. Feedback results should be
shared with the employee. It should not be mandatory that the employee share the results with
their supervisor. You may want to provide individual review sessions or group workshops
conducted by a facilitator to help individuals review and understand the results and develop
appropriate goals and objectives.

Conclusion- WHAT IS THE IMPACT OF 360 DEGREE QUESTIONNAIRE ON

ORGANIZATION?
It helps in improving employee relationships, self accountability and provides clarity on how to
improve overall performance. This, in turn, improve the employee engagement and retention of
the organization. But 360 degree feedback does not only help employees. It can also help leaders
into team dynamics helps managers develop more effective training plans. One of the most
important benefits of 360 degree feedback process is enhanced performance of employees.
Receiving feedback from peers, direct reports and managers give employees insight into their
performance from all angles. In other words, it creates a better picture of an employee’s
performance.

QUESTION:

ANSWER: GRAPHIC RATING SCALE

Introduction- The graphic rating scale is a performance appraisal method to evaluate employee
engagement , performance and productivity related criteria. Respondents can choose a particular
option on a line or scale to show how they feel about something. A graphic rating scale shows
the answer choices on a scale of 1-3, 1-5 etc. The Likert scale is a common graphic rating scale
example. HR managers often use this rating scale to evaluate employees. Using a graphic rating
scale , you can measure various employee behaviors. Forms can be standard or tailored to a
specific job or group of similar positions. Behaviors that employees need to have to do their jobs
well are usually the ones that are measured. Performance appraisal is an important component of
performance management in an organization. Appraisal is the process of constantly assessing the
means and ends of an individual’s work in a specific period of time. It measures the performance
of the individual while achieving certain predetermined goals. It also identifies the reasons for
success and failures so as to address the gaps and set future plans based on the current
performance levels. It sets the tone for the employees as well as the organization to achieve
meaningful progress in the long term. The graphic rating is used to measure a broad range of
employee behaviors. Behaviors that are required for the job efficiency of the employee are
measured. Commonly, taking initiatives, meeting deadlines, working well in teams are a few of
the traits which are measured, however they may differ depending on industry, company ,
department and role.
Concept- The graphic rating scale a trait method is perhaps the most popular choice for
performance evaluations. This type of evaluation lists the trait required for the job and asks the
source to rate the individual on each attribute such as dependability and creativity. For example,
the ratings can include a scale of 1-10, excellent, average or poor or exceeds, meets or does not
meet expectations. The key tool for evaluating an employee’s performance is the employee
evaluation form. The employee appraisal form is carefully designed in line with the objectives
and expected outcomes of the review, in order to get the most accurate reflection of the
employee’s performance in the review period. An effective performance appraisal form is based
on following parameters of a review. Performance parameters can be measured quantitatively
and hence the rating scale should be clearly mentioned. Following are some of the competencies
that can be assessed in a performance appraisal for position of recruitment executive-
1- Job knowledge- knowledge of products, policies and procedures or knowledge of techniques,
skills, equipment, procedures and materials.

2- Quality of work- Freedom from errors and mistakes. Accuracy, quality of work in general.

3- Reliability- The extent to which the employee can be depended upon to be available for work
to complete work on time. The degree to which the employee is reliable, trustworthy and
persistent.

4- Initiative and creativity- The ability to plan work and to proceed with a task without being
told every detail and the ability to make constructive suggestions.

5- Cooperation- Willingness to work harmoniously with others in getting a job done. Readiness
to respond positively to instructions and procedures.

6- Judgement- The extent to which the which the employee makes decisions that are sound. The
ability to base decisions on fact rather than emotion.

7- Planning and organizing- The ability to analyze work, set goals, develop plans of action,
utilize time. Consider amount of supervision required and extent to which you can trust
employee to carry out assignments conscientiously.

8- Directing and controlling- The ability to create a motivating climate, achieve teamwork, train
and develop, measure work in progress, take corrective action.
9- Decision – making- The ability to make decisions and the quality and timeliness of those
decisions.

Conclusion- WHAT ARE THE PROS OF THE GRAPHIC RATING SCALE?

There are many good reasons why employers use a rating scale to measure how well employee
do their jobs. When objective data is not available or helpful for the situation, a graphic rating
scale is often the best choice. The graphic rating scale method is simple and easy to understand.
Most people have probably filled out a similar questionnaire before, so it does not take much
extra training and both mangers and employees can understand it. This is why it is often used to
rate performance. Finding and acting on ways to improve is easy and you can keep track of your
progress. The way this method measures behavior makes it much easier to look at the feedback
and find trends, patterns and other changes. This makes the whole appraisal system run more
smoothly. A graphic rating scale can be made quickly and many questions can be used more
than once because they apply to more than one role in the organization. This makes it a cheap
way for almost any business to measure employee performance.

QUESTION:

ANSWER: COST EFFECTIVENESS

Introduction- The concept is commonly employed when choosing form a variety of investment
options, so that the greatest possible return is generated in exchange for the amount invested.
Cost – effectively is usually used as a synonyms word with cost- efficiency. However , they have
different meanings depending on the context. Cost- effectiveness is the ability of companies to
maximize profits while minimizing expenditures. Cost effectiveness analysis attempts determine
which practices and policies protect the greatest number of children for the lowest price. In this
type of analysis , key measures of program outcomes are identified and different strategies to
affect those outcomes are compared. Cost effectiveness analysis might be used by an
organization with a limited budget to determine which strategy prevents more cases of child
neglect or if two strategies achieve similar benefits , it might be used to determine which of these
is least expensive to implement. As with cost benefit analysis , it is important first to establish a
casual relationship between the program and the outcomes claimed through a valid outcome
evaluation.
*People come first- Smart manufacturing should improve and enhance how people do their jobs.
The shifts in organizational design will blend stakeholders across information technology ,
operational technology, engineering technology and supply chain. This convergence and
alignment is a paradigm shift that emphasizes cultures, decision making and governance ahead of
technology in many instances. speed

*Shift performance management from efficiency to speed- Improving operational excellence is

the burning platform and not the endpoint for smart manufacturing. Focusing on will improve