NMIMS Global Access

School For Continuing Education

Course: Performance Management System
Internal Assignment, December 2023

Q1. For Sonata Logistics, a five-year-old business, designing a 360-degree assessment form
entails developing a thorough feedback system for assessing staff. This form gathers
information from several sources, including self-evaluation, peer evaluation, supervisor
evaluation, and, if relevant, subordinate evaluation. It is designed to grade people based on
certain job-related skills and competences, promoting a comprehensive understanding of their
performance. The form has places for written comments, a rating scale, and clear instructions.
The gathered feedback aids in identifying areas of strength and improvement, promoting staff
growth and performance improvement. It is a crucial tool for encouraging feedback and a
culture of continual development inside the company.
The methods below can be used to create a 360-degree appraisal form for Sonata Logistics'
employee evaluation process.
 Determine main Competencies: Identify the main abilities or competencies that are
crucial for workers in various positions within the firm. They might be leadership
qualities, interpersonal skills, job-specific talents, etc.

 Participants in a chosen appraisal: Choose the people who will take part in the
assessment process. These people often include the employee who is being evaluated,
their supervisor, colleagues, and subordinates (if any).

 Create the Form:

 Include areas for peer, supervisor, subordinate, and (if relevant) self and self-
assessment evaluations.
 Use a rating system (1 to 5) where 1 is "needs improvement" and 5 is
"outstanding performance" for each ability.
 Leave room for remarks or examples to back up the ratings.
 Include a space for overall comments, general remarks, strengths, and places for
growth.

 Consider include a section asking participants to give an overall assessment based on

the comments they have received.

 Employee Comments: Encourage staff members to provide their own thoughts,

observations, and future growth goals.

 Include a place for the signer's signature and the date.

 Customization: Modify the form to match the objectives and principles of Sonata
Logistics.
  Assure participants that their comments will be kept private and used only for
improving the programme.

 Training: To guarantee consistent and fair ratings, make sure that workers and
appraisers are taught on the 360-degree appraisal procedure.

 Schedule routine 360-degree reviews, usually once a year, to gauge employee

achievement and offer suggestions for improvement.

A well-crafted 360-degree assessment form may assist Sonata Logistics in gathering thorough
feedback, promoting employee development, and coordinating individual performance with
business goals.

Employee Information from the Sonata Logistics 360-Degree Appraisal Form:

Name:
Job Title:
Division:
Appraisal date:
Name of appraiser:

Ideas for the Appraiser:

Please offer frank and helpful criticism of the employee's performance in your appraisal. Your
suggestions will be kept private, and we'll utilize what you have to say to improve the site.
System of grades
1 = Needs Considerable Improvement
2 = Lower Than Expected
3. Exceeds expectations
4 = Goes Above and Beyond
5 = Excellent

I. Self-Evaluation
Give the following areas of your performance a grade.

1. Knowledge and skills for the position: Scale (1–5):

Comments:
 2. Interpersonal and Communication Skills:
A scale of 1 to 5;
Comments

3. Decision-Making and Problem-Solving:

A scale of 1 to 5;
Comments

4. Collaboration & Teamwork:

Rating (1–5):
Comments

5. Rating of initiative and proactiveness (1–5):

Comments

II. Peer Review:

Could you please comment on how the employee performed in the following areas?

1. Knowledge and skills for the position:

Rating (1–5):
Comments:

2. Rating and Comments for Communication and Interpersonal Skills (1–5)

3. Decision-Making and Problem-Solving:

A scale of 1 to 5;
comments

4. Collaboration & Teamwork:

Rating (1–5):
Comments

5. Rating of initiative and proactiveness (1–5):

Comments

III. Supervisor Evaluation:

Tell us about the worker's performance in the following areas:

1. Knowledge and skills for the position:

Rating (1–5):
Comments:

2. Rating and Comments for Communication and Interpersonal Skills (1–5)

3. Decision-Making and Problem-Solving:

 A scale of 1 to 5; comments

4. Collaboration & Teamwork: Rating (1–5):

Comments

5. Rating of initiative and proactiveness (1–5):

Comments

IV. Subordinate Assessment: Please comment on the worker's performance in the

following categories, if appropriate.

1. Knowledge and skills for the position:

Rating (1–5):
Comments:

2. Rating and Comments for Communication and Interpersonal Skills (1–5)

3. Decision-Making and Problem-Solving:

A scale of 1 to 5;
Comments

4. Collaboration & Teamwork: Rating (1–5):

Comments

5. Rating of initiative and proactiveness (1–5):

Comments

GENERAL REMARKS:
 Strengths:
 Room for Development:
 Further Comments:
OVERALL SCORE:
 Please give the employee an overall performance rating of 1–5 based on the input you
have received:

EMPLOYEE FEEDBACK:
The employee can share their opinions, insights, and future growth goals.

SIGNATURE:
 Appraiser:
 Employee:
  Date

This 360-degree feedback form must be modified to reflect Sonata Logistics' unique
competencies and goals. Performance may be improved on an individual and
organizational level by performing these evaluations often and applying the input for
staff development.

Q2. For Network Limited, a producer of computer hardware, designing an employee self-
appraisal form entails making a tool that enables staff members to consider their performance,
accomplishments, and places for development. This form ought to promote open
communication, goal-setting, and self-evaluation. Here is a sample form for an employee self-
evaluation:
NETWORK LIMITED EMPLOYEE SELF-APPRAISAL FORM
*Context: *
- *Identify the Company: * Network Limited
- *Evaluation Time: * [Insert Duration of Appraisal]
-A worker's name: * Employee Name: [Employee Name] - Department: * [Department]
- Title/Position: * [Job Title]
*Date: * [Today's Date]

GUIDELINES:
 Please spend some time getting acquainted with your job description, primary tasks,
and the goals and values of the organization before starting this self-evaluation.

 Answers should be sincere and thoughtful; see this as a chance to better yourself.

 Keep in mind that you will have the chance to go over and provide clarification on your
self-evaluation during the performance review meeting.

SECTION 1, WORK RESPONSIBILTIES

At Network Limited, your job entails a variety of duties that support the company's growth.
Kindly give a thorough evaluation of how well you performed in each of the following
categories. Rate your performance on the given scale (1–5, 1 being poor and 5 being great),
and offer detailed examples to back up your decisions.
- *Principle of Work: *
- *Self-Rating: * _____
- *An Illustration of Success or Advancement:
- *Work Responsibilities 2*
- *Personal Evaluation: * _____
- *An Illustration of Success or Advancement:

- *Work Responsibilities 3*
- *Personal Evaluation: * _____
- *An Illustration of Success or Advancement:
[Continue with all obligations under your work]

SECTION 2: OBJECTIVES AND GOALS

During the last evaluation phase, you established certain aims and targets. Think back on how
you did at reaching those targets, what challenges you faced, and what you want to do next
year.
-*Prior Objectives: *
-*Achievement Made: *
-*Difficulties Encountered and Overcome: *
- *Project Goals: *

SECTION 3: CAPABILITIES AND ABILITIES

Using the supplied scale, please assess your level of competency in the essential abilities and
skills required for your position. Provide instances of how you have exhibited these skills and
mention any areas you feel still require improvement.
- Example of Demonstrated Competency:
- *Self-Rating: * _____
- *Communication*

- *Solving Problems*
- *Estimating Oneself* _____
- *Implementing Demonstrated Competence*

- *Collaboration*
- *Personal Assessment: * _____
- *Implementation of Shown Proficiency: *
[Continue for all applicable proficiencies and aptitudes]

SECTION 4: PERSONAL GROWTH

During the assessment period, talk about the actions you took to improve your professional
knowledge and abilities. Provide information about any workshops, certificates, courses, or
other endeavors you have undertaken. Describe how this personal growth helps the business
and you.

SECTION 5: WORKPLACE CONTEXT

Talk about your opinions on your working circumstances and surroundings. Please share your
thoughts on the things that affect your work happiness and productivity. Include
recommendations for additions or improvements. Both your performance and overall job
happiness are impacted by a pleasant work environment.

SECTION 6: COMMENTS AND SUGGESTIONS

Provide any other recommendations you may have for enhancing the company's overall
culture, work procedures, or your own performance on the job. Please feel free to add any other
remarks or criticism that you feel are pertinent. Your opinions will be helpful in determining
the future of our business.

SECTION 7: FINALIZATION
-*Worker's Signature: * _____________ *Time: * _______________

DISPOSITION:
We appreciate you taking the time to finish your assessment of yourself. Your frank and
insightful criticism is helpful for both Network Limited's ongoing success and your own
professional development. Your self-evaluation is a vital instrument for frank and open
communication with your manager and is an integral part of the performance assessment
procedure.
We can better grasp your viewpoint on your own performance and the areas you feel require
improvement by looking at your self-appraisal. It also aids in pinpointing your advantages and
strong points. During your next meeting, a thorough performance review will be developed
using this data together with input from peers and your supervisor.
You take responsibility for your professional growth and help our organization continue to
improve by actively engaging in this self-appraisal process. Your understanding of your work
duties, accomplishments, objectives, and areas in need of growth are essential for laying up a
clear plan for your future advancement within Network Limited.
We want you to be as specific and in-depth as you can be while completing your self-evaluation.
Recall that the more details you can give us, the more effectively we can customize our
resources and assistance to assist you in reaching your career objectives. This self-evaluation
process is a team effort, and we appreciate your dedication to both our company's success and
your personal growth.
Your self-appraisal will serve as a point of reference when you discuss your strengths and
potential areas for improvement at your performance review meeting. Setting performance
objectives and expectations for the upcoming assessment period will also be based on it. We
can better offer you the direction, criticism, and encouragement you need to succeed in your
position at with the aid of the insights you share in your self-appraisal form.
I appreciate all your effort and commitment. We anticipate having a fruitful conversation on
your professional growth and Network Limited's ongoing success at your performance review.

Q3.
A. Certainly! We will concentrate on goals associated with teacher development and
training to build SMART goals for the Training Manager at SmartClass Ltd. These
are the two objectives for each category:

1. TEACHER EDUCATION OBJCTIVES

AIM 1: Improve Orientation and Onboarding

 PARTICULAR: To guarantee that new instructors have a complete

knowledge of SmartClass's teaching strategies and expectations, the
onboarding and orientation process has to be revised.

 MEASUREABLE: To guarantee that new instructors have a complete

knowledge of SmartClass's teaching strategies and expectations, the
onboarding and orientation process has to be revised.
  ACHIEVEABLE: Create a planned curriculum for onboarding that
includes training materials and orientation activities.

 RELEVANT: A robust onboarding procedure aids new teachers in making

timely adjustments and delivering excellent education.

 TIME-BOUND: Implement the enhanced onboarding procedure during the

next three months.

AIM 2: Improve Teacher Training Modules

 SPECIFIC: Create a series of advanced teaching workshops that address subject-
specific instruction, pedagogical innovations, and technology integration.

 MEASUREABLE: Monitor the number of attendees and ask teachers for their
opinions on the success and applicability of these seminars.

 ACHIEVEABLE: Advanced training and ongoing education help instructors stay

current and uphold strong teaching standards.

 RELEVANT: Up-to-date training materials will guarantee that teachers are ready to
provide pupils with high-quality instruction.

 TIME-BOUND: Launch the first round of advanced teaching workshops within the
next six months.

2. GOALS FOR TEACHER DEVELOPMENT

GOAL 1: Create customized professional development plans for everyone

 SPECIFIC: Collaborate with teachers to create individualized professional

development programmes that complement their career objectives and opportunities for
growth.

 MEASUREABLE: Keep tabs on each teacher's advancement and accomplishment of

their professional development objectives.

 ACHIEVEABLE: Making a procedure enabling instructors to define growth

objectives, access resources, and receive assistance is doable.

 RELEVANT: Customized development programmes enhance teachers' performance,

retention, and happiness.

 TIME-BOUND: Implementation of personal professional development plans must

start within the following three months.
GOAL 2: Track and assess training efficacy
 SPECIFIC: Establish a framework for continuing programme evaluation to make sure
it meets the needs of both the organization and the teachers.

 MEASUREABLE: Regularly gather teacher input and evaluate how training has
affected their performance and student results.

 ACHIEVEABLE: Designing surveys and evaluation tools and carrying out routine
follow-up evaluations are feasible.

 RELEVANCE: Training programmes are kept current and efficient via constant
feedback and development.

 TIME-BOUND: Start the process of thoroughly evaluating training within the

following four months.

The Training Manager at SmartClass Ltd can make sure that teacher development and
training programmes are efficient, pertinent, and help the business grow and improve
the level of education it offers to students by creating these SMART goals.

B. Certainly! It is crucial to make sure that your goals for the Hiring Manager at Smart
Class Ltd. are Specific, Measurable, Achievable, Relevant, and Time-bound. Here are
the hiring manager's two objectives:

1. GOALS FOR RECRUITMENT EFFICIENCY:

FIRST OBJECTIVE: Simplify the hiring procedure

 SPECIFIC: Shorten the time it takes to employ a new teacher by

streamlining and improving the teacher recruiting process.
  MEASUREABLE: Track the average amount of time it takes from the first
job ad to the offer's acceptance.

 ACHIEVEABLE: It is feasible to use an application monitoring system,

identify and remove administrative bottlenecks, and automate administrative
operations.

 RELEVANT: Simplifying the procedure will enable the business to hire

employees more rapidly, which is essential during fast expansion.

 TIME-BOUND: Within the following six months, reduce the hiring process's
time by 20%.

Improve the Candidate Quality Assessment (GOAL 2)

 SPECIFIC: To assure the selection of high-quality educators, enhance

the evaluation and screening of teacher applicants.

 MEASUREABLE: Keep track of the proportion of applicants who meet

or exceed the standards for quality.

 ACHIEVEABLE: Utilize psychometric tests, create, and deploy a

standardized evaluation rubric, and speak with subject-matter experts.

 RELEVANT: Choosing better individuals will boost instruction quality

and the standing and expansion of the business.

 TIME-BOUND: Implement the updated methods for evaluating

candidate quality during the next four months.

2. GOALS FOR DIVERSITY AND INCLUSION:

GOAL 1: Hire more diversely when hiring teachers

 SPECIFIC: Actively look for applicants with various backgrounds,

especially those related to gender, race, and region.

 MEASUREABLE: Keep track of the proportion of diverse applicants in

the final hiring pool.

 ACHIEVEABLE: Creating collaborations with groups that are

committed to diversity and inclusion, using diverse hiring panels, and
checking job advertisements for inclusivity are all doable.
  RELEVANT: A diverse teaching staff improves the quality of instruction
and more accurately reflects the student body.

 TIME-BOUND: Within the next 12 months, increase the number of

diverse teachers hired by 20%.

GOAL 2: Encourage equal opportunity

 SPECIFIC: Implement anti-discrimination and equal opportunity

regulations specifically throughout the employment process.

 MEASUREABLE: Track any occurrences or complaints and keep tabs

on how well these regulations are being followed.

 ACHIEVEABLE: All members of the recruiting team should get

diversity and inclusion training, and policies should be constantly
reviewed and updated.

 RELEVANT: Ensuring equal opportunity supports the company's ideals

and fosters a welcoming workplace.

 TIME-BOUND: Complete implementation of the equal opportunity

policies within the following six months.

The hiring manager at SmartClass Ltd. may strive towards more effective and
inclusive teacher recruiting procedures by defining these SMART objectives.
These improvements are necessary for the company's quick growth and the
upkeep of a high grade of education.