360 degree appraisal 1

7/29/2019 360 Degree Appraisal 1

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360 Degree Feedback& Performance

Appraisal


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What is 360 DegreeFeedback ??

360-degree feedback is defined as The

systematic collection and feedback of

performance data on an individual or group

derived from a number of stakeholders in

their performance.


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FEEDBACK

ON ME FROM :

SELF

STAFF

CUSTOMERS

TEAMMEMBERS

BOSS

PEERS

STAKEHOLDERS


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Uses Of 360 PA System

Supervisor:

Accurate assessment - Favoritism

Anonymous, Unbiased & Accurate info

Provides greater objectivity.


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How the performance is enhancing work

situation??

Helps in revealing

Creates greater harmony - better

productivity - identifies strengths &

weaknesses

Leads to continuous learning, team

building, self-confidence


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Organized training & development:

-things are told before handdistribution

and processing takes place in advance.

-helps understand the needs better and in

more detail.


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Team building:

-assess each other on skills such as:

communicating, deliver on promises,

planning, listening, maintain relationship.

-the approach promotes individual

development within teams.

Feedback can be gathered before any

team event happens.


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Performance management:

-reduces anxieties - making it a less special

event.

Validation of training & other initiatives:

-to identify the performance improvement

needs

-many organisations have not yet used this

to judge the success of an individual, team

or organisation.


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Used for appraisal:

- focus more on current performance

- individual.managers and the latter - past performances

Remuneration


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Research by Ashridge Mgmt

Rec

71%-to support learning and development

23%-to support a number of HR processes

such as appraisal, researching.

6%-used it to support pay decisions


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In 1997 survey of 22 orgns

77% disagreed that it is a personal

development tool and should not be used for

wider HR and organisational purposes

81%disagreed that it provides a basis for reward


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Survey carried by IPD in early 1998

92% to help developmental needs

80% to help overall performance -coaching

20%using it to determine a performance grade

or pay standard


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360 * Methodology


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Step 1: The Questionnaire

- Leadership - Team Player

- Communication - Organisational Skills

- Decision- Making - Adaptability

- Expertise - Vision


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Step 2: Ratings

1-2 : Least Skilled

3-4: Not a Strength

5-6: Appropriate Skill7-8: A Strength Skill

9-10: An Exceptional Skill


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Step 3: Data Processing

- Internal : Use of software

- External Suppliers

360 Degree Feedback

0 2 4 6 8

Gives Useful Feedback

Open to New Ideas

Recognises Achievements

Skill

Rating


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Step 4 : Feedback

- Individual

- Manager

- Anonymous ? ?

- Culture plays a role


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Step 5: Action

Action will depend on the purpose

Development - Individuals

Appraisal - Managers

Pay - H.R


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Decide data analysis and presentation

Plan an initial implementationprogramme

Analyse the outcome of the pilot scheme

Plan and implement full programme

Monitor and evaluate


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ADVANTAGES OF 360-Degree

FEEDBACK Affording a broader perspective than before

Increased awareness and relevance

Reliable feedback to senior managers

Gaining acceptance

Encouraging open feedback


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Reinforcing

Rounded view of Performance

Identifying key development areas

Raising Self Awareness

Continuous Improvement

Improved Morale

Acceptance Of Results


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DISADVANTAGES

No Openness

Excessive Stress

Lack Of Action

Overdependence

Too Much Of Bureaucracy

Incapability and Lack Of Skill Of Managers


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CRITERIA FOR SUCCESS

Support From Management

Commitment

Determination as a tool for Development


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Questionnaire reflects all aspects

Fair Follow up process

Transparency


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Research

PHILIPS CONSUMER DIVISION

NIIT

SAMSUNG

INFOSYS


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PEOPLE PERFORMANCE MGMT

HOW DOES IT WORK ??

Step 1. Gathering feedback

Step 2. Self assessment

Step 3. Preparation by the manager

Step 4. Performance ratings

Step 5. Discussion and development of a

performance plan


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THANK YOU !!

360 degree appraisal 1

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