Professional Documents
Culture Documents
360-Degree Feedback: SL No Content NO
360-Degree Feedback: SL No Content NO
360-DEGREE FEEDBACK
Sl No
I. II. III. IV. V. VI. VII. VIII. IX. X. XI. XII. XIII.
CONTENT
INTRODUCTION WHAT IS 360-DEGREE FEEDBACK? WHAT DOES IT ACTUALLY MEASURE? WHO DOES THE ASSESSMENT? CAN PEOPLES PERCEPTIONS BE TRUSTED? WHAT CAN 360-DEGREE FEEDBACK BE USED FOR? WHAT IMPACT WILL 360-DEGREE FEEDBACK HAVE ON THE ORGANIZATION WHAT TYPES OF INFORMATION ARE PRODUCED? WHY HAS 360-DEGREE FEEDBACK BECOME SO POPULAR RECENTLY? ADVANTAGES AND DISADVANTAGES AND PITTFALS HOW TO USE 360-DEGRE FEEDBACK EFFECTIVELY 360 DEGREE APPRAISEL IN GLOBAL COMPANIES CONCLUSION
PAGE NO
Thus 360-degree feedback symbolizes transition from top-down, single-stakeholder, results-only measurement to something much more multi-dimensional and process-oriented. WHAT DOES IT ACTUALLY MEASURE? Many organizations have developed sophisticated ways of measuring their success as corporate entities, the achievements of departments, and teams and the contribution of individuals, which demonstrate: The tendency when assessing individuals to look not just at results achieved but how they were achieved
ADVANTAGES 1. It provides a more comprehensive view of employee performance than other appraisal method. As the procedure of carry out the 360-degree appraisal need to have a lot of people to do the evaluation for the staff, it may include the staff in the company, from the top (manager) to the bottom (colleagues), even some external sources such as the customers. If it is conducted well, this can give the employee a more comprehensive and accurate view for the evaluation and also it is good for the staffs self -development. It is more comprehensive than other appraisal methods since they may only need the manager to do the evaluation.
2. It increases the credibility of the appraisal result. Since the 360-degree appraisal methods need a lot of people to finish it, as mentioned before it may include of the manager also other staff, it can reduce the unfair of the result. It is because it contain everyones point of view, not only the manager or any single staff, then they cannot give some comments that show the evaluated employee is very good or not, then help the staff easily get to promote to higher position or make the staff lose the job. It can show that this appraisal can help to increase the credibility of the appraisal result.
3. The feedback from the peers can help to enhance the staffs self-development. Not every appraisal methods will also include the feedback from the peers, that may only judge by the manager, so it is not easily show the real performance of the staff since the manager may not observe the performance of the staff in every single minutes and they may only have a blurred impression of the staff. By the way, if there also include the feedback from
9
4. A chance to complain their manager without following the normal complaint procedures. Though the 360-degree method, if the manager does not do well in his job and make the staff feel discontent, they can compliant the manager during the appraisal without following the normal complaint procedures. This can help the staff a chance to voice out their discontent and what they want.
DISADVANTAGES 1. Time consuming and more complex on administration It is no doubt that include more people to do the evaluation can give a more comprehensive view of the result, but it also very time consuming since everyone need to do the evaluation, after that the company need to find more staff to help to find out the result, it will increase the complex on the administration, so the company cannot have the appraisal frequently on the same people. It is very important to choose a right timing to conduct this method that can minimize the impact of the organization.
2. May generate the environment of suspicion and cynicism This method can be threatening both the staff is being assessed and the people doing the evaluation. From the management level, the manager may feel this method could undermine their authority and so they will not cooperate well when they do the appraisal. About the staff, if they do not have a good result of the appraisal, they may suspicious that who
10
3. Risk of confidentiality. It is the biggest risk of the 360-degree appraisal because many company may outsource the 360-degree process to other company that can used to make the staff who are being evaluated feels more comfortable that the information they give and receive will in a confidential environment. However, some information is very sensitive but the company discloses the information to others carelessly, that will affect the whole company. PITFALLS OF 360-DEGREE FEEDBACK
A detailed plan of action, which ensure the transparent and clear implementation of
The 360-degree feedback is time consuming and cost consuming assessment process.
Without having adequate resource to implement the process, it will end up nowhere and develop financial burden to organisation.
The trust and confidence on the employees who undergo this feedback assessment
process is a determinant factor in its outcome. Many consider this appraisal as tool for downsizing.
The process involves a lot of paper work. There are high chances of subjectivity from the management and employee part in the
Many times the confidentiality of the appraisal cannot ensure from the HR department.
11
Since the assessment is based on qualitative data many times it cannot ensure
unambiguous, clear, specific, and observable and quantifiable formats. HOW TO USE 360-DEGRE FEEDBACK EFFECTIVELY Be Realistic Coaching Use Experts Focus on task performance Be positive Show them Rewards
Examples from the hospitality industry to support our ideas. In order to support our ideas of using the 360degree performance appraisal system, we have found out a hotel which carried out this system successfully as an demonstration. Homeland Hotel agreed with the benefits: Homeland Hotel is located in China has implemented the 360degree performance appraisal about half year. Surprisingly Homeland Hotel has proper progress of using this system and can see the primary outcomes. AS Homeland Hotel said that 360 degree performance appraisal helps raise the management ability of the staff and improve the service in term of being a 5 star hotel.
Differences they faced: How Homeland Hotel can overcome the problem occurs during the implementation of 360 degree performance appraisal? As we know that, the culture shock of organizations especially the differences between Chinese-western cultures will affect the employees to adapt, recognize the system as well as participation in the system. Actually, before 360 degree performance appraisal system took place, Homeland Hotel has evaluated the disturbances which would come across during the process. For instance, this system may break the relationship between the employees and managements. The employees may not provide the real, accurate feedbacks as they dont want to anger the management in
12
Preventive solution: Thus, Homeland Hotel has found out the preventive solution to get rid of the problems in carrying out the system. The most effective method is to set up a supervisory committee which is organized by 20 staff. And the 20 staff are elected by all the employees with anonymity votes. Its crucial to ensure the 360 degree performance appraisal is implementing under a fair and confidential environment. After implemented the system for half year Homeland Hotel agreed with the benefits that the system brings to them.
HOW 360 DEGREE PERFOMANCE APPRAISAL BENEFITS THEM: Homeland Hotel said that 360 degree performance appraisal acts as a bridge between the staff and managements. Employees receive fair, accurate and creditable information results in working harder and selfdevelopment. Also, this system facilitates a comprehensive supervision to managements. Everyone in hotel act as a supervisor to supervise, motivate each other. Therefore, the managements will not violate the rules. Besides, it helps creating strategies for hotel development.Peer pressures appear to be a productivity incentive. The case of Homeland Hotel we illustrate is fit with our ideas of 360 degree performance appraisal.
NEED OF 360-DEGREE FEEDBACK IN ORGANISATIONS Business is towards surplus generation. Without surplus no organisation can grow. Here the effort to grow the business and the surplus should come from employee part. The performance of the employees is at work here matters in business development and organisational
13
Performance Appraisal Recognition of performance. Providing feedback on individual performance. Providing a basis for self-evaluation.
Assessing Employee Development: Diagnosing training and career development needs. Providing a basis for promotion, dismissal, job enrichment, job enlargement, job transfer, probation, etc. Monetary and other rewards.
14
Organizational Climate Study: Organisational environment improvement needs Changes in the Managerial approaches, leadership, etc
HOW 360-DEGREE FEEDBACK SYSTEM ADDS VALUE? 360 degree feedback enables an organization to focus on developmental efforts, at the individual and group level, in the present business environment where the success of the company depends on continuous revolution, which is possible through organizational development. 360-degree feedback facilitates the alignment of individual capabilities and behaviors with organizational strategies. It adds value to the organization indifferent ways:
360-degree feedback provides a multifaceted view about the employees from different sources
360-degree feedback provides increased the understanding about one's role expectations.
360-degree feedback provides increased the understanding of competence and competency in various roles
360-degree feedback extends better morale to those who perform and contribute well to the organisation
15
360-degree feedback increases the team's ability to contribute to the organizations goals
360-degree feedback helps everyone to work for a common standard and institutionalize performance management.
360-degree feedback ensure better interpersonal relationship and group cohesiveness It promotes self-directed learning and provides a road map for employee's development planning.
It promotes better Communication within departments. 360-degree feedback Increases the team's ability to contribute to the organizations goals develop better bottom line through boosting the capability of the organization to meet its objectives.
HERE ARE 13 COMMON MISTAKES TO AVOID WHEN IMPLEMENTING A MULTI-RATER ASSESSMENT: Mistake l: Having no clear Purpose: Mistake 2: Using it as a substitute Mistake 3: not conducting a pilot test Mistake 4: Not involving key stakeholders Mistake 5: Having insufficnet communication Mistake 6: Compromising confidentiality Mistake 7: Not making clear the feedbacks use Mistake 8: Not giving people sufficiant resources Mistake 9: Not clarifying who owns the feedback. Mistake 10: Having unfriendly administration and scoring Mistake 11: Linking to existing systems without a pilot Mistake 12: Making it an event rather than a process Mistake 13: Not evaluating effectiveness
16
17
CONTENT
Introduction Factors influencing Expatriates performance Criteria to be used for appraisal of expatriates or international staff Who should appraise the expatriate? Characteristics to be evaluated Criteria for appraisal of performance Some criteria for top management personnel evaluation of performance are: Performance Review Practices of some countries Conclusion
PAGE NO
VIII. IX.
18
performance appraisal Providing regular feedback towards goals Providing opportunities to improve performance Link between results and rewards Performance appraisal and compensation Performance appraisal, T & D Performance appraisal
19
Setting Objectives
Process Outputs
20
Compensation package
Responsibility of assignment
Expatriates performance
Performance Criteria
Hard Criteria :Profits, Market Share etc Soft Criteria : Interpersonal skills Contextual Criteria : Cultural, Language
Accuracy doesnt depend on use of any one criteria but rather depends on the appropriate use of each of these three types of criteria to collect data from multiple source.
measured such as, out turn, market share, ROI, etc. SOFT
refer to
circumstances in which performance occurs, i.e. changes in currency conversion foreign exchange risks, etc. Matters relating to ethical practices, it is necessary to link company strategies and goals with performance appraisal. PERSON TO EVALUATE. Normally the performance appraisal of head of unit as EVALUATED
BY SUPERIORS
at head office. They should take into account situational variables while be used for expatriate
appraisal of other expatriates is conducted by subsidiary chief and he can take into account contextual criteria. It is propagated that performance appraisal.
A TEAM OF EVALUATORS
23
24
functioning of the operation and specifically the interdependencies of the domestic and foreign operations. In other words, don't just appraise the expatriate manager in terms of quantifiable criteria like profits or market share. His or her recommendations regarding how home office/foreign subsidiary communications might be enhanced and other useful insights should affect the appraisal, too.
Characteristics to be evaluated
Cross-cultural interpersonal skills, sensitivity foreign norms, values and case of adjustment to unfamiliar environments are some common characteristics considered for evaluation of international managers. Further challenges faced frequency of travel, long absence from family, etc. in host country to be considered as factors for evaluation.
25
Cultural Adjustment
The process of culutal adjustment may be a critical deteminent of exatriates job performance.
Stages of Culture Shock Studies show that predictable stages occur when people enter a new culture, country, or environment. The length and intensity of each stage varies from person to person. The steps involved are:
When you first arrive in a new culture, differences are intriguing and you may feel excited, stimulated and curious. At this stage you are still protected by the close memory of your home culture.
A little later, differences create an impact and you may feel confused, isolated or inadequate as cultural differences intrude and familiar supports (e.g. family or friends) are not immediately available.
Re-integration stage
Next you may reject the differences you encounter. You may feel angry or frustrated, or hostile to the new culture. At this stage you may be conscious mainly of how much you dislike it compared to home. Don't worry, as this is quite a healthy reaction. You are reconnecting with what you value about yourself and your own culture.
Autonomy stage
26
Independence-stage
Differences and similarities are valued and important. You may feel full of potential and able to trust yourself in all kinds of situations. Most situations become enjoyable and you are able to make choices according to your preferences and values.
Issues and challenges Overall corporate Vs. subsidiary approach Non comparable Data
27
29
30
31
Case 2 : Toyota An Australian was expatriated to the MNCs Regional office in Toyota . Although his position was designed as marketing Manager, he also performed the critical strategy role for global business development. one of the main role was intelligence gathering and identification business opportunities for his former supervisor back at the Australian headquarters. The former supervisor, although located in Australia, was in the best position to evaluate the market and environment research and related material that the expatriate was collecting for input into the Multinational global and regional strategies. The Australian expatriates appraisal was therefore conducted by this former supervisor at headquarters, rather than by a senior manager in the Toyota Office. The headquarters based supervisor was also most influential in subsequent decisions about this expatriate's post repatriation career progression
32
GE-Remote Performance Management Maintain Turbine Performance GE's remote performance management is a collaborative service that remotely monitors thermal performance and provides a detailed engineering evaluation of performance characteristics and root cause diagnostic testing. Our performance experts provide actionable solutions to restore lost performance throughout the duration of the service. Features & Benefits GE's Remote Performance Management (RPM) is a collaborative service that remotely monitors thermal performance, provides a detailed engineering evaluation, and conducts root cause diagnostic testing. GE's performance experts will calculate, monitor, analyze and diagnose gas turbine performance utilizing remote digital data acquisition technology, precision test instrumentation and industry-leading analysis tools. Customers can view real-time data during scheduled diagnostic tests via a secure web application. Following the detailed evaluation, GE will provide actionable solutions to recover lost performance and facilitate optimal operations throughout the duration of the service. Maintain turbine output and heat rate Provide early detection of performance problems that could impact reliability or cost of operation Recover lost performance and optimize operations GE's comprehensive service offering provides valuable feedback about performance losses and enhancements. The constant monitoring of equipment allows for more accurate trend analysis and enables early detection of performance deviations, which if left undetected, can lead to costly outages and revenue loss.
33
Conclusion
Attracting and retaining staff, enhancing creativity and problem solving and responding to customers needs through developing new products and services are important, but more work is needed to such linkages between HR approaches and performance outcome. Thus Only a well Structured performance Management will lead to long run success of the origination.
Reference
http://project.shtm.polyu.edu.hk/wiki/index.php/Team_P__The_advantages_and_disadvantag es_of_360-degree_appraisal_in_the_hospitality_industry. HRM review 2009 369-degree feed back
34