P. 1
HR presentation VKM

HR presentation VKM

5.0

|Views: 342|Likes:
Published by Vivek
360-degree method of appraisal
360-degree method of appraisal

More info:

Published by: Vivek on Apr 07, 2008
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as PPT, PDF, TXT or read online from Scribd
See more
See less

09/27/2012

pdf

text

original

“360 DEGREE FEEDBACK METHOD” OF PERFORMANCE APPRAISAL

BY : VIVEK KR. MISHRA

Historical Background
There

is some disagreement regarding the exact genesis of the technique, Despite these disagreements, one point that most scholars can agree on is 360-degree performance appraisal has historical roots within a military context(US). Acc. to others this technique is originally developed by TV Rao and others in mid eighties at IIM-A as a fact finding and self correction technique.

Introduction
360-degree

feedback, also known as 'multi-rater feedback', 'multisource feedback', or 'multisource assessment‘ where feedback comes from all around employee. The feedback would come from subordinates, peers, and managers in the organizational hierarchy, as well as self-assessment, and in some cases external sources such as customers and suppliers or other interested stakeholders.

The Concept

The Process

Advantages
To the individual: Helps individuals to understand how others perceive them. Uncover blind spots Quantifiable data on soft skills To the team: Increases communication Higher levels of trust Better team environment Supports teamwork Increased team effectiveness

To the organization: Reinforced corporate culture by linking survey items to organizational leadership competencies and company values Better career development for employees Promote from within Improves customer service by involving them Conduct relevant training

Problems
 It

is the costly and time consuming type of appraisal.  These programs tend to be somewhat shocking to managers at first. Amoco's Bill Clover described this as the "SARAH reaction: Shock, Anger, Rejection, Acceptance, Help".  The problems may arise with subordinate assessments where employees desire to “get the boss” or may alternatively “scratch the back” of a manager for expected future favors.  The organization implementing this type of performance appraisal must clearly define the mission and the scope of the appraisal.

Companies using 360 degree performance appraisals
Bell Atlantic (1980) Bellcore International Ltd(1998) IBM (1980)

Johnson & Johnson Ltd(1980s) Wipro Technologies Ltd (Dec17th 2002)

Xerox (1980s)

Conclusion
It

offers a new way of addressing the performance issue. When used with consideration and discipline, feedback recipients will feel that they're being treated fairly.  In addition, supervisors will feel the relief of no longer carrying the full burden of assessing subordinate performance. The combined effect of these outcomes should result in increased motivation, which in turn improves

.

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->