Human Resources - Case Study Example

 360 Degree Feedback Form As part of the performance appraisal, the accountant will benefit from receiving feedback about his current strengths and areas for development. A professional coach can help the accountant to identify his own weaknesses and strengths in order to create an effective development plan for assisting him to become productive. Please fill in the feedback questionnaire form precisely. Your feedback will be combined with that of at least 3 others and returned to the contributors in a report, which will warranty your responses, thus the feedback information remains strictly confidential. Please help us by returning the 360 feedback form to the department of human resource management in an envelope marked “Confidential” as soon as possible for analytical purposes. Please maintain high degree of honest and you are constructive in your ratings. In case of any questions about this feedback form, please be free to contact: Human Resources Manager, Aspire Zone Foundation, Aspire Zone Road, Tel : +974 4447 67 86, P.O. Box: 23833 Doha, Qatar. Thank you for completing the 360 degree feedback form. Please you can return it before: 15 November, 2012. From your professional experience, please rate the work of an accountant using the following rating scale: Competencies Strongly Disagree Disagree Neutral Agree Strongly Agree Don’t know 1. Accountability such as being responsible for accountable for any accounting issues 1 2 3 4 5 6 2. Reporting to management and superiors on account states. 1 2 3 4 5 6 3. Preparing and analysing accounting records, financial statements, and other financial reports to assess with accuracy 1 2 3 4 5 6 4. Analysing business operations and its related expenses to increase revenues 1 2 3 4 5 6 5. Financial data analysis of the foundation. 1 2 3 4 5 6 6. Creating financial budgets and maintaining them effectively 1 2 3 4 5 6 7. Elaborating internal auditory 1 2 3 4 5 6 8. Structures and financial documents solutions. 1 2 3 4 5 6 9. Develops a clear action plan for implementing the solution. 1 2 3 4 5 6 10. Evaluating all assets and inventory of the foundation 1 2 3 4 5 6 11. Proper record keeping and tracking of the way the foundation is managing the assets available for operations 1 2 3 4 5 6 12. Evaluating and maintaining government record of agencies 1 2 3 4 5 6 13. Communicates effectively about accounting issues 1 2 3 4 5 6 14. Keeps the organization well informed, openly shares the accounting information. 1 2 3 4 5 6 15. Effective mathematical analytical skills 1 2 3 4 5 6 16. Maintaining organization data effectively 1 2 3 4 5 6 17. Identifies accounting needs and recommends, develops and provides solutions to accounting issues 1 2 3 4 5 6 18. Actively encourages collaboration with other departments towards achieving organizational goals. 1 2 3 4 5 6 19. Is able to think critically and keep monitoring the accounting records of the company 1 2 3 4 5 6 20. Takes feedback from other departments positively. 1 2 3 4 5 6 21. Works with the team towards achieving organizational goals. 1 2 3 4 5 6 22. Problem sensitivity and maintains openness, even when not in agreement. 1 2 3 4 5 6 23. Encourages mutual respect and works with other towards creating organizational change. 1 2 3 4 5 6 24. Encourages individuals to achieve optimum performance in their roles. 1 2 3 4 5 6 25. Demonstrates a sound knowledge and skills of vicinity of expertise/responsibility. 1 2 3 4 5 6 26. Is actively involved or work with the team. 1 2 3 4 5 6 27. Accepts responsibility for accounting errors or mistakes. 1 2 3 4 5 6 28. Acknowledges contribution of subordinates. 1 2 3 4 5 6 29. Values and demonstrates appropriate confidentiality. 1 2 3 4 5 6 30. Is enthusiastic and eloquent 1 2 3 4 5 6 31. Shares successes with the team and maintains job relations 1 2 3 4 5 6 32. Creates a vision that inspires & increases commitment of others. 1 2 3 4 5 6 33. Is proactive and analyses accounting information efficiently 1 2 3 4 5 6 34. Genuinely balances judgement and make wise decisions 1 2 3 4 5 6 35. Understands the accounting needs of the foundation. 1 2 3 4 5 6 36. Is open-minded to discuss problems. 1 2 3 4 5 6 37. Provides feedback on organization performance 1 2 3 4 5 6 38. Provides this feedback in an open and beneficial way 1 2 3 4 5 6 39. Clearly establishes approved performance standards in the company 1 2 3 4 5 6 40. Able to solve decisions and finds the solution to accounting problem effectively 1 2 3 4 5 6 41. Deals efficiently with poor accounting issues 1 2 3 4 5 6 B. GENERAL REMARKS: STRENGTHS OR SIGNIFICANT AREAS FOR IMPROVEMENT Managers can use this form to review the performance level of accountants in creating a trust work environment. Cipolla (102) reveals that feedback can be to demoralizing in case they are negative. Therefore, when completing the evaluation, human resource managers should create an employee development plan that will lead employees towards achieving developmental goals. Organization leaders in the company can use the 360 degree management tool in determining the behaviour of accountants and their competency skills, work requirements and performance objectives. These among the essential issues addressed in a company because they are beneficial issues in the performance evaluation process. Organization management would use 360 degree tool in evaluating the way accountants perceive their engineering work. They can also examine the competency skills such as project planning, object settings and effective teamwork or leadership. This is crucial because it will enable the HR managers to implement effective strategies for improving the overall performance level. Work Cited Cipolla, Lawrence J. Building Performance-Based 360 Degree Assessments: From Design to Delivery. Edina, Minn: Adams Business & Professional, 2008. Print. Read More