A Report Paper on 180 Performance Appraisal Systems

Introduction to Psychology

GED 1205

Submitted by

Zulfikar Pasha Dipto

ID no. B3160B024

Submitted to

Mrs. Ashna Islam

Assistant Professor

AIBA, Savar

Submission Date: 20th November, 2016

Declaration

I’m declaring that , this report paper has prepared by me and it was not submitted to any other organization or institute before. The work is not breach any copyright.

Date & Sign

A.I. Zulfikar Pasha Dipto

ID no.B3160B024

BBA 3(A)

Acknowledgement

At first, I want to express my gratitude to our honorable faculty Ms. Ashna Islam who provide a great support and inspiration to make this report. I want to Thank her from the deep of my heart to give me this opportunity.

Date & Sign

A.I. Zulfikar Pasha Dipto

ID no.B3160B024

BBA 3(A)

Abstract

180 degree performance appraisal system is an employee performance appraisal system by which individual’s performance can be measured. It was widely used in past century and also this century. Though, day by day, it is replaced by 360 degree system.

Research work is done by using secondary data.

But as other appraisal system, it has some merit as well as some demerits too. It is used for developmental purposes. It is a standard method. It is a self – development tool which is used widely in organization & other context.

But 180 degree is not a complete method.

Table of Content

Title Page no.

Declaration-------------------------------------------------------------------------------------------------i

Acknowledgement----------------------------------------------------------------------------------------ii

Abstract----------------------------------------------------------------------------------------------------iii

Chapter 1: Introduction---------------------------------------------------------------------------------1

Chapter 2: Literature Review--------------------------------------------------------------------------2

Chapter 3: Methodology------------------------------------------------------------------------------3-4

Chapter 4: Discussion--------------------------------------------------------------------------------5-12

Chapter 5: Conclusion----------------------------------------------------------------------------------13

Reference

Chapter 1

Introduction

180 Performance Appraisal Systems

180 Performance Appraisal System is a system of evaluating employee performance by the combined opinion from superior, subordinates & self-assessment.

180 Performance Appraisal Systems

Scope of the study

This is not a complete research forever. In future, more researchers will work on it as previous and more data and information will be discovered and included.

Purpose of the study

The main purpose of this study is to know about 180 performance appraisal system & its advantages & disadvantages.

Chapter 2

Literature Review

According to Adnan Shaout and Mohamed K. Yousif, Performance Evaluation (PE) is key factor in improving the quality of work input, inspires staffs make them more engaged. PE also introduces a foundation for upgrades and increments in the development of an organization and employee succession plans.

Chapter 3

Methodology

Secondary Data Collection

Data collection is a process through which we collect data. Data can be collected in various methods like secondary data collection and primary data collection. A primary data collection refers to collecting data in fields and secondary data collection refers to the data that we collect from various web pages and books. We use this type of data collection to lessen our work or to save times.

Data collected

from various online media

Elimination and selection

process

Analyze process

Implementing new ideas

and solutions

Providing recommenda

tions

3.1 Data collected from various external sourcesOur data has been collected from various external sources like webpages (the links are given in the reference) & also many books written by famous authors (also given in the reference).

3.2 Elimination and selection processAs we have collected many data from internet webpages and books, many data were eliminated and some specific legit information or data has been selected.

3.3 Analyze processAfter collecting and eliminating and selecting data we have gone through some basic analysis process whether the founded information was right or wrong.

3.4 Implementing new ideas and solutionsAfter analyzing these data we have implemented those data for our data finding and have given some new ideas and solutions.

3.5 Providing recommendationsWe have generated some new ideas and solutions and have also provided some recommendations from the view of our perspective.

In Addition, it is both a qualitative & quantitative research because; we have to use both numerical & alphabetic data to complete this research.

Chapter 4

Discussion

180 degree performance appraisal system is not the latest performance appraisal system but one of the most popular systems. In this system, employee performance is evaluated by the combined opinion from superior, subordinates & self-assessment. 180 Degree is one of the best method by which feedback of an employee can be judged and measured. Here two people are involved in the feedback process; one is the employee himself and his immediate boss. The employee share his work experiences including good and bad with the people of HR department, and the boss gives the feedback of the skills and attitude the employee carry. And then the collected data is matched with the competency norms of the organization and a feedback is prepared about that particular employee. And with this feedback the management takes s further actions for better performance of that employee. This performance appraisal form is used in all big and small scale industries and organization. To carry out a 180 appraisal we need to design the questions that will be asked based on the areas of performance you want feedback on agree a rating scale (1 – 5) or (A – E) Decide how to keep responses confidential Decide how the feedback will be given Decide how action will be taken on the feedback. 180 degree could be just the person and their manager - or the person and their peers - or the person and the people they manage.

Advantages

1. Reliable

2. Provide the employee with an opportunity to comment on their own performance

3. Valid

4. Highly Credible

5. Ensures a more rounded performance appraisal by enabling appraisers to consider their thoughts in the light of the employee’s comments

6. 180 Degree Appraisal Processes is simple to introduce and administer

7. it’s essential that appraisers and employees understand their roles and how the appraisal process works

8. It enables two-way feedback on an individual’s performance

9. Centralized, structured and consistent performance assessment data

10. Personal performance data for succession planning data requirements

11. Performance objectives can be linked to the team’s and organization’s goals

12. Visible commitment by the organization to improving performance

13. Improved communication throughout the organization

14. Better motivation and staff morale

15. Improved organizational performance

16. Greater recognition & feedback on performance.

17. Clear targets through the setting of personal objectives.

18. Clearer understanding of individual’s performance requirements.

19. Greater opportunity to discuss problems & grievances.

20. Opportunity to discuss future prospects and career ambitions.

21. Opportunity to discuss training needs & development plans.

22. Improved motivation & increased job satisfaction.

Disadvantages

1. Peers are often insufficient as the only source

2. Not enough staff at the same level to provide quality feedback

3. Differences in experience, education and work responsibility can create concern about abilities to provide high quality information

4. Incomplete System

5. Often provides false result

6. Excessive level of flatteries.

4.1 Self and Manager Generated Development Feedback:

180-degree assessments are set up within organizations to identify competency gaps, generate tailored learning, and create My Development Plans (MyDPs) for employees. These MyDPs are designed to improve an individual’s awareness of his capabilities and areas of improvement, while highlighting resources available to support his development. Generally, a 180 degree feedback exercise is recommended for junior and middle management employees.

In this methodology, development feedback is typically generated through self and manager inputs. The Gene sys 180 process then creates a consolidated report, comparing the two assessments, and highlighting patterns and conclusions. The manager-employee duo discusses this report, with or without the presence of a facilitating HR expert, and creates a detailed Individual Development Plan (My DP) for the employee.

4.2 Standardized or Customized:

Like Gene Sys 360, Gene Sys 180 implements a framework of 9 broad competency groups that, through extensive research, have been found to be important indicators of work performance. Gene Sys 180 Online offers a number of customization options, including the facility to add your own custom competencies and questions. The appraisal can be personalized with your own content and logo.

4.3 Usages

In a perfect world, 180’s are used purely for Developmental purposes. You are able to select your raters and your results are only for you to see. The only reason you would share your data with someone else would be to receive help from them for your Development. Some organizations use 360’s and 180’s for employee assessment, tying in your feedback with your overall performance in an organization. We will not argue whether this works for organizations or not, we simply do not believe it is effective as a performance measurement tool, and can possibly have dire consequences.

4.4 180 degree feedback:

A 180 degree feedback is a powerful self-development tool used worldwide in organizations and other contexts. It is simply an exercise where you select competencies that are relevant to your work/life/role circumstances, rate yourself on where you see yourself, and then ask others to rate you on the same. Your own results are then compared to the average rating of all raters. The consistency and/or discrepancy between these scores give you tremendous insight into how others perceive you depending on their relationship to you, and insight into where you may not be getting through to people effectively. These scores also highlight your hidden strengths, your blind spots, and areas for development. A 180 feedback is one of the best ways you can use to

develop and sharpen your self-awareness. A 180-degree feedback, on the other hand, is where your raters are at the same level as you (peers or colleagues), and a person you report to.

4.5 why 180 degree

Although you have the choice to stop and analyze your results after you do the self-assessment, receiving feedback from others will give your insight into how people perceive you. It allows you to see the gaps between how you view yourself and how others view you.

4.6 using 180 degree feedback instead of 360 degree feedback

360 degree assessments can make a big difference in employee development, but what if your organization is not ready for 360 feedbacks? Consider using 180-degree format: self + supervisor.

6 Key Reasons to consider 180-degree feedback instead of 360.Reality check – allows the person being rated the benefit of comparing self-perception of strengths and weaknesses against those of his or her manager.

Clarifies expectations – often we think we know what is most important on the job, but we could be out of sync with our manager – a 180 allows the supervisor to weigh in on priorities and subsequent discussion can make expectations crystal clear Out in the open – a typical 360 features anonymity (the person being rated doesn’t know who said what) and can be shrouded in mystery and even suspicion; with a 180 the person being rated knows who said what – no mystery and all data Simpler report – data resulting from a 180 exercise in the participant’s output report shows self, supervisor and norm group – 3 powerful data points; this is plenty to consider for development planning and are also probably the most important data points to consider anyway!

Less annoying for raters – if you consider that a typical 360 involves about 12 raters (self, supervisor and 10 peers / direct reports), you are probably running multiple participants through the assessment which means that you may be asking raters to complete surveys for multiple participants which can become annoying and tiresome (rater fatigue), rendering the resulting data less reliable and consuming time away from core job duties. A 180 solves this problem. Quick and more affordable – one of the drawbacks of a 360 is that it becomes a lengthy and tedious process, getting everyone to do their rating on time and completely (lots of follow-up time, calls and emails from HR!). With just the two raters, a 180 can be done quickly (a day or two,

typically) with no follow-up time or effort needed. Whereas 360’s run closer to $100 per person, the same version as a 180 is generally a faction of the cost.

4.7 The Schroder Framework:

The 180° feedback survey measures individuals against the Schroder model of high performance management. The Schroder model is a well validated, robust and highly reliable tool for measuring performance. The Schroder Framework consists of 11 behaviors’ grouped into 4 clusters that studies have proven are key to being a high performer.

4.8 180 Performance Review Surveys:

180-degree assessments are set up within organisations to identify competency gaps, generate tailored learning, and create Development Plans for employees. The reports are designed to improve an individual’s awareness of his capabilities and areas of improvement, while highlighting resources available to support his development. Generally, a 180 performance review or 180 degree feedback exercise is recommended for junior and middle management employees.

In this methodology, development feedback is typically generated through self and manager inputs. The system then creates a consolidated report, comparing the two assessments, and highlighting patterns and conclusions. The manager-employee duo discusses this report, with or without the presence of a facilitating HR expert, and creates a detailed Individual Development Plan for the employee.

6 Key Reasons to consider 180-degree feedback surveys

• Reality check – allows the person being rated the benefit of comparing self-perception of strengths and weaknesses against those of his or her manager;

• Clarifies expectations – often we think we know what is most important on the job, but we could be out of sync with our manager – a 180 performance review allows the supervisor to weigh in on priorities and subsequent discussion can make expectations crystal clear!

• Out in the open – with a 180 performance surveys the person being rated knows who said what – no mystery and all data!

• Simpler report – data resulting from a 180 exercise in the participant’s output report shows self, supervisor and norm group – 3 powerful data points; this is plenty to consider for development planning and are also probably the most important data points to consider anyway!

• Quick - With just the two raters, a 180 performance review survey can be done quickly (a day or two, typically) with no follow-up time or effort needed.

4.9 Conduct:

Employee performance appraisals are now universally conducted, considering to be the most important channel, to provide feedback to employees on their past performance. Precisely, the appraisals are the significant opportunities for managers when they can discuss the strengths and weaknesses of their team members and guide them to develop extraordinary skills to excel professionally. Since ages, we have seen traditional performance reviews taking place in organizations where the manager and the HR take control over the entire appraisal process. However with the changing time and technology, the approach to conduct annual performance evaluations have altered dramatically, giving a wider scope to include other participants in the process. Today, we’re here to share some critical information on different employee performance appraisal methods and how advanced HR tools can make the entire process easier and faster.

4.10 Appraisal:

It is one of the simplest ways to appraise employees. The employee evaluation process starts with self-evaluation step where the employee fills a form giving appropriate ranking to himself/ herself and shares feedback on their own performance. After completion of this step, the manager discusses the self-appraisal of the employee in a review meeting. Once all the information is agreed by both the parties, including the manager and the employee, appraisal is finalized.

4.11 Tips To Make 180 Or 360 Degree Employee Appraisal Successful & Less Time-Consuming:

The basic idea behind any performance appraisal is to measure employees’ performance, analyze it and identify high, average and low performers. Analyzing each individual’s capability is really important. It helps managers to lead their team better and support team members who are in need of professional guidance. To reach this aim, it is necessary to conduct the appraisal process carefully and perfectly. Here’ are few handy tips you can adopt to make the process easier.

1. Preparation: Sit back and think about points you wish to cover in the review meeting. Pen them down and go slow with the process.

2. Leave Favoritism Behind: Remember, you have to be fair with your employees. Favoritism will not take you anywhere, but a fair assessment will get you lots of appreciation from employees.

3. Be Positive: A positive mindset makes things easier. Let positivity prevail.

4. Prioritize Appraisal Meetings: Forget everything and focus on employees’ appraisal meetings. Schedule meetings. Don’t postpone or ignore appraisal meetings as it can adversely affect mindset of your team members.

5. Take Care of SMART Objectives: Individual and team goals helps lot while evaluating an employee’s performance. Use the SMART objectives to discuss past performance and allow your employees to think a little more about their goals.

6. Regular Reviews: Even after appraisal, keep sharing feedback with employees on each project so that they can be aware of their progress (or otherwise).

4.12 HR Tools Make Appraisal A Positive Experience:

In past two decades, implementation of progressive HR technology has become a common thing in every organization. Best-in-class HR tools help managers and HR people to provide them constructive feedback and encouragement to employees so that they realize their full potential and exceed expectations.

The online appraisal system offers an innovative and reliable approach to administer employee performance online while placing manager & HR at the forefront to perform managerial functions. It automates the entire appraisal process and elevates employee-employer relationships, productivity and competency levels. Employers can easily transform their talented professionals with the help of online performance review tools. What else is needed when successful performance appraisals leave employees motivated and make them clearer about their work goals to be achieved in coming years!

4.13 Rating Employees:

Employee rating surveys are not only an invaluable source of knowledge about worker performance but also a place to exchange views with employees on the issues included in the questionnaire. A properly constructed employee evaluation questionnaire helps clearly verify your employee’s competence and presents management’s expectations to employees. The most important methods include 360 and 180 degrees feedback.

Objective employee evaluations summarize the information underpinning your organization itself. These evaluations shape the attitudes and behaviors of employees by permanently providing them with information about their successes, failures, and opportunities for professional development.

4.14 The Use of Online Surveys for Employee Evaluation:

• Employee competence is commonly verified once every 6 or 12 months. This process evaluates behavior, personality, and worker efficiency in relation to your company’s expectations for the job. With properly designed questionnaires, you can learn employee weaknesses and establish training plans to help your employees perform better.

• 360 Degree Feedback

• This method enables comprehensive and anonymous assessment of your employee based on information from the entire work environment and from more than two sources. The first source is the employee. The others sources can include superiors, subordinates, colleagues, and possibly even your customers. By assessing 360 degrees through online surveys, you can quickly diagnose any competency gaps in the organization and adapt training plans for the individual needs of your employees. Do you want to learn how to create an effective questionnaire 360 degrees? See how we do it.

•180 Degree Feedback

•A 180 degrees questionnaire is most commonly used during annual evaluation when a supervisor evaluates an employee’s effectiveness. Information is obtained from two sources: the employee’s self-assessment and their supervisor’s assessment. With this kind of evaluation, you can increase employee engagement, performance, and contribution.

Chapter 5

Conclusion

180 degree performance appraisal system is most used system in 20 th Century. Before 360 it is widely used for evaluating employee’s performance.

5.1 Limitation

Due to short period of time, we can’t go for outdoor or primary data collection. And also used very little amount of data.

5.2 Recommendation

We recommend further research work to bring out more and more information about this system.

5.3 Future Work

We hope that, in future, newer researcher will work on it and take help from this paper.

Reference

www.ijaretm.com/publishpaper/2issue3idp3.pdf (literature review)

http://www.slideshare.net/wicaksana/performance-appraisal-3143996?qid=44370066-527d-40ba-b0e4-d21611571084&v=&b=&from_search=39 (Advantages-Disadvantages)

http://www.traininghand.com/180-degree-appraisal-process/ (Advantages-Disadvantages)

http://www.traininghand.com/180-degree-appraisals-reviews/ (Why 180 degree)