HUMAN RESOURSE MANAGEMENT

360 DEGREE FEEDBACK

DEFINITION OF PERFORMANCE APPRAISAL
Performance appraisal is the assessment of an employee¶s work and determination of his effectiveness on the job. It is a systematic evaluation of the individual with respect to his performance on the job and his potential for development.

ROLE OF PERFORMANCE APPRAISAL IN ORGANISATION

IMPORTANCE OF FEEDBACK

IMPORTANCE OF PERFORMANCE APPRAISAL 
IT HELPS THE EMPLOYEE TO KNOW HOW HE PERFORMS HIS JOB 

IT HELPS IN EMPLOYEE¶S DEVELOPMENT 

IT HELPS IN JUSTIFYING THE EMPLOYMENT DECISIONS SUCH AS PROMOTIONS, COMPENSATION, LAYOFFS AND TERMINATION  PLAYS A ROLE IN THE LEGAL DEFENCE OF THE EMPLOYMENT DECISIONS

SHORTCOMINGS OF PERFORMANCE APPRAISAL 

SUPERIOR¶S BIAS 

EMPLOYEE PERFORMS WELL ONLY WHEN THE BOSS IS AROUND

360 DEGREE FEEDBACK

WHAT IS 360 DEGREE FEEDBACK

³A process which enables an employee to receive feedback from a number of people around him, who actually deal with the employee each day.´

INTERNAL CUSTOMERS

SUPERVISORS,SUBORDINATET OP MANAGEMENT, CO-WORKERS AND REPRESENTATIVES FROM OTHER DEPARTMENT

EXTERNAL CUSTOMERS

CLIENTS, SUPPLIERS, CONSULTANTS AND COMMUNITY OFFICIALS

WHY IS 360 DEGREE FEEDBACK BETTER
FOR THE EMPLOYEES ACCURATE AND FAIR PERFORMANCE MEASUREMENT. GIVES BROADER & ACCURATE PERSPECTIVE OF EMPLOYEES.

WHY IS 360 DEGREE FEEDBACK BETTER
FOR THE TEAMS INCREASES A TEAM¶S ABILITY TO CONTRIBUTE TO ORGANISATION¶S GOALS FOR THE ORGANISATION IT IS IMPARTIAL AND A FORWARD LOOKING PROCESS IMPROVEMENT IN THE SKILLS & COMPETENCIES OF THE EMPLOYEES

SHORTCOMINGS OF 360 DEGREE FEEDBACK 
TIME CONSUMING AND ADMISTRATIVELY COMPLEX 

EXTENSIVE GIVING AND RECEIVING FEEDBACKS CAN BE INTIMIDATING FOR SOME EMPLOYEES 

MAY LEAD TO FRUSTRATION IN THE EMPLOYEES BECAUSE OF CONSTANT PRESSURE FROM ALL SIDES

COMPREHENSIVE 9 STEPS THAT REPRESENT 360 DEGREE FEEDBACK 1. DETERMINE ORGN.READINESS FOR 360 DEGREE FEEDBACK
‡SUPPORT DEVELOPMENT PROCESS. ‡WILLINGNESS TO RECEIVE AND GIVE FEEDBACK ‡360 DEGREE AWARENESS.

2. DEVELOPMENT OF AN APPROPRATE SURVEY
‡CONDUCT PERFORMANCE ANALYSIS TO DEVELOP A LIST OF SKILLS AND COMPETENCIES ‡CLARIFY THE GOAL OF 360 DEGREE PROCESS

9 STEPS CONTD«..
‡SELECT APPROPRIATE INDIVIDUALS TO BE EVALUATED

3.GENERATE ENTHUSIASM AMONG KEY DECISION-MAKERS AND PARTICIPANTS
‡ANTICIPATE OBJECTIONS ‡LINK BETWEEN 360 DEGREE FEEDBACK AND OBJECTIVES ‡CLARIFY COSTS AND BENEFITS TO INDIVIDUALS & ORG. ‡CLEAR AND FREQUENT COMMUNICATION

9 STEPS CONTD«.. 4. ENSURE THAT THE PEOPLE POSSES THE SKILLS TO SUPPORT THE PROCESS
‡ DEVELOP COACHING SKILS FOR MANAGERS ‡ PROVIDE THE REVIEWEE WITH THE SKILLS TO ACCEPCT THE FEEDBACK 5. PROVIDE ORIENTATION AND BRIEFING ‡ REVIEW THE PROCESS ‡ DISCUSS CONFIDENTIALITY

9 STEPS CONTD««. 6. ADMINISTER THE SURVEY
‡ DISTRIBUTE & COLLECT SURVEYS ‡ GENERATE & DISTRIBUTE INDIVIDUAL REPORTS

7. COACH PARTIPANTS IN ONE- TO- ONE MEETINGS 8. PROVIDE ORGANISATIONAL SUMMARY DATA 9. RE-CONDUCT THE SURVEY(4-6 MONTHS)

COMPANIES THAT USE 360 DEGREES FEEDBACK
360 DEGREE FEEDBACK HAS GAINED WIDE POPULARITY IN THE CORPORATE WORLD TO THE POINT OF BEING NEARLY UNIVERSAL AMONG THE FORTUNE 500 COMPANIES. 

JOHNSON & JOHNSON ADVANCED BEHAVIORAL TECHNOLOGY  GENERAL ELECTRIC INDIA  RELIANCE INDUSTRIES  GODREJ SOPS  CROMPTON GREAVES

COMPANIES THAT USE 360 DEGREES FEEDBACK 
KODAK  WIPRO  TATA STEEL  TELCO  THERMAX  INFOSYS  THOMAS COOK

THANKYOU

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