Group members:

Amr Farooq Paracha (01-111172-012)

Shaheer Amjad (01-111162-172)
Yumna Tariq (01-111172-112)
Hamza Ameer Tahirkheli (01-111172-224)
Submitted to: Sir Nasir Mehmood
Class: BBA-5B
Subject: Human Resource Management
Organization: ZEPTO SYSTEMS
TOPIC OF THE ARTICLE: Getting the most out of 360 degree
reviews
Table of content
CONTENTS
Acknowledgement.......................................................................................................................................4
SYNOPSIS OF THE ARTICLE...........................................................................................................................5
ARTICLE:...................................................................................................................................................5
INTODUCTION OF ZEPTO SYSTEMS:.............................................................................................................6
AGILITY TO YOUR BUSINESS.........................................................................................................................6
IT BRILLIANCE..............................................................................................................................................6
AN IT TEAM YOU CAN TRUST...................................................................................................................7
WHO ARE WE?.........................................................................................................................................7
OUR GOALS..............................................................................................................................................7
WHY ZEPTO?............................................................................................................................................8
RESPONSIBILITIES OF HR MANAGER:...........................................................................................................9
QUALIFICATION:.........................................................................................................................................10
SPECIALTIES:..............................................................................................................................................10
EDUCATIONAL BACKGROUND:...............................................................................................................10
What is 360 Degree FEEDBACKS?..............................................................................................................11
The Upside of 360 Degree Feedback.........................................................................................................12
The Downside to 360 Degree Feedback....................................................................................................12
INTERVIEW QUESTION:..............................................................................................................................13
QUESTION#1..........................................................................................................................................13
Who are your competitors? What gives this organization a competitive edge?....................................13
QUESTION#2..........................................................................................................................................13
What else do you think organizations should do other than SWOT analysis for assessing its company?
...............................................................................................................................................................13
QUESTION#3..........................................................................................................................................13
Do you prefer ‘online survey vendors’ for credibility of an employee?..................................................13
QUESTION#4..........................................................................................................................................14
What is the result when candidates attempt to counterfeit while in an interview?..............................14
 QUESTION#5..........................................................................................................................................14
In your opinion what is an individual's key quality?...............................................................................14
QUESTION#6..........................................................................................................................................14
How is performance appraisal helpful?.................................................................................................14
QUESTION#7..........................................................................................................................................15
For what reason is 360-degree feedback fundamental?.......................................................................15
QUESTION#8..........................................................................................................................................15
How can performance management system help an organization?......................................................15
QUESTION#9..........................................................................................................................................15
How would you deal with vulnerable side of a worker?........................................................................15
QUESTION#10........................................................................................................................................16
How might you improve a representative performance at work?.........................................................16
QUESTION#11........................................................................................................................................16
What qualities a good leaders possess?................................................................................................16
QUESTION#12........................................................................................................................................16
What do you prefer in your employees, quality or quantity of the work?.............................................16
QUESTION#13........................................................................................................................................17
What is your stance on 360-degree feedback?......................................................................................17
QUESTION#14........................................................................................................................................17
How much transparency is in this company?.........................................................................................17
QUESTION#15........................................................................................................................................18
If the feedback of your employee is not good, would you reach out to that employee?.......................18
QUESTION#16........................................................................................................................................18
As an HR MANAGER what are the key qualities in the person you see while hiring?............................18
QUESTION#17........................................................................................................................................18
Why do you think performance appraisal systems fail?.........................................................................18
QUESTION#18........................................................................................................................................19
Does your organization offer college recruiting?...................................................................................19
QUESTION#19........................................................................................................................................19
Have you ever hired a wrong candidate by getting deceived from his impression management and how
did you tackle that?...............................................................................................................................19
ARTICLE:....................................................................................................................................................19
Getting the Most Out of 360-Degree Reviews.............................................................................19
Confidentiality..........................................................................................................................19
Candor...........................................................................................................................................20
Transparency.............................................................................................................................20
Customization...........................................................................................................................21
Follow up.....................................................................................................................................21
ANALYSIS:...................................................................................................................................................22
RECOMMENDATIONS:...............................................................................................................................23
CONCLUSION.............................................................................................................................................24
References:................................................................................................................................................26
ACKNOWLEDGEMENT

In the name of Allah, the most Merciful and Beneficent. We would like to thanks Allah Almighty
for giving us determination to complete our project. Now, we would like to express our sincere
gratitude to Sir Nasir Mahmood for always encouraging and motivating us. We appreciate
efforts of Sir Nasir Mahmood. We are also thankful to Sir Sabir Rehman (HR Manager) and Miss
Nazia (Senior Executive) for giving us an opportunity to visit the organization. The project
broadened up our minds and enhanced our learning capabilities. This project is very helpful for
us because we have learnt a lot by applying theoretical knowledge in practical field.
SYNOPSIS OF THE ARTICLE

ARTICLE:

Title: Getting the most out of 360-Degree Reviews

On the web and 360 degree reviews can be significant instruments. They join information from
an extent of partners, routinely light up an authority's helpless sides and support the
individual's headway. Keeping the genuine targets from the subject, respondents and a mentor
who might be included can be counter-gainful. On the off chance that mentors doing the
meeting don't have the idea about what's in question, they will most likely be unable to focus
on subjects to comprehend the seriousness of the circumstance. Regardless, the mechanical
assemblies are simply convincing if the analysis is kept private, respondents are encouraged to
be genuine to life and everyone is direct. Whether you use an online outline or all around
gatherings drove by an outside guide i.e mentor , these zones require exceptional thought. They
give colleagues an approach to say something regarding person's improvement. While
customization is constantly valuable, organizations do need to think about the expense. Any
modified capabilities will require extra advances with the goal that reactions can be contrasted
with the standards.

INTODUCTION OF ZEPTO SYSTEMS:

AGILITY TO YOUR BUSINESS

We are strongly focused on providing IT consulting services and solutions to fit modern day
business challenges. As the world is now increasingly dependent on IT to create ease of
business, Zepto Systems is your trusted IT partner. Our services and terms are tailored for
agility to the needs of our clients in modern codified world, fully covering from development to
support and from IT architecture to disaster recovery.

IT BRILLIANCE
Incorporate cutting edge innovative answers for your business with us. Choose what sort of
assist you with requiring and we will tailor our IT arrangements and groups around your needs.
Our administrations extend from IT counseling to completely oversaw and unmanaged IT help.

AN IT TEAM YOU CAN TRUST

Zepto Systems is your technology partner in shaping your business. Get the industry best IT
consulting as well as outsourcing services with our skilled resources stationed in house or
deployed remote, readily available at our offshore offices and save up to 60% of the in-house
costs.

WHO ARE WE?

We are an IT service company providing full-scale Software Development, Bespoke Solutions,
Cyber Security, Managed Project Development and Remote Developers to our clients
worldwide. Our unmatched IT outsourcing services are here to help you meet technology
challenges over the years. We have helped businesses unleash their full potential by
empowering them with the right set of tools and technology all while cutting cost to 60% with
remote development. We provide our customers with a competitive edge to outsmart your
competitors and drive growth to your business.

OUR GOALS
 We work towards fueling companies across the world with the power of technology and
software. Our tailored IT solutions and services are helping enterprises leverage technology to
maximize their business potential. Zepto have a simple goal to turn your great ideas into reality.
Our pool of certified developers helps companies looking to build, grow or mature their
technology implementations. Our remote developers strive hard to achieve client’s satisfaction
and exceed their expectations by delivering robust, scalable and highly flexible software
solutions.

WHY ZEPTO?
We help the business grow by providing tailor-made solutions fitting their business needs.

 We are professionals in IT market with a decade of experience

 We offer you flexible business models namely, IT Consulting, Managed Services and
Remote Resources
 We understand the market trends and can advise you the best strategies for business
growth
 We have a talent pool of 250+ in-house developers
 We can cut your development costs up to 60%
 We have a proven record of successful project deliveries
 We fully abide by standard industry guidelines and compliance system
MR SABIR REHMAN
We conducted a detailed interview from Mr Sabir in the presence of Miss Nazia. Sir Sabir is
currently serving as HR Manager in Zepto Systems.
OUR VISIT TO ZEPTO SYSTEMS.

RESPONSIBILITIES OF HR MANAGER:
Sir Sabir said, he is in the strategic role. Previously, he was responsible to look after legitimate
issues, now he has to deal with the quality and encompassing that what's happening in the
market simply like managing company’s certifications and for the following year what number of
certifications a company would require and what number of representatives an organization
would require. They have absolute 4 workplaces and Sir Sabir deal with their strategic planning.

QUALIFICATION:
Sir Sabir Rehman is a proficient HR professional with diverse experience of almost 6 years, he
was always part of leading service proving companies i.e. nonprofit organization. Being HR
generalist has demonstrated capabilities in talent acquisition and development, performance
management, business partnering, HR services, strategic business planning and organizational
culture development. Sir Sabir said, my experience in diverse industries enhanced my
understanding of service solutions providers. Being a people’s person with strong interpersonal
skills lead me to outperform in all assigned roles.

SPECIALTIES:
Talent Acquisition, Employee Communication, Performance Management, Compensation and
Benefits, Leadership and coaching, HR Services, Fluent with English language.

EDUCATIONAL BACKGROUND:
COMSATS Institute of Information and Technology (MS), Business Administration
The University of Agriculture, Peshawar (MBA).
 WHAT IS 360 DEGREE FEEDBACKS?
360 Degree Feedback is a system or process in which employees receive confidential,
anonymous feedback from the people who work around them. This typically includes the
employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill
out an anonymous online feedback form that asks questions covering a broad range of
workplace competencies. The feedback forms include questions that are measured on a rating
scale and also ask raters to provide written comments. The person receiving feedback also fills
out a self-rating survey that includes the same survey questions that others receive in their
forms.
Managers and leaders within organizations use 360 feedback surveys to get a better
understanding of their strengths and weaknesses. The 360 feedback system automatically
tabulates the results and presents those in a format that helps the feedback recipient create a
development plan. Individual responses are always combined with responses from other people
in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give
the employee a clear picture of his/her greatest overall strengths and weaknesses.

Individuals who are picked as raters or input suppliers are frequently chosen in a common
procedure by both the association and the worker. These are individuals who for the most part
connect routinely with the individual who is accepting input.

The purpose of the 360-degree feedback is to assist each individual to understand their
strengths and weaknesses and to contribute insights into aspects of their work needing
professional development. Debates of all kinds are raging in the world of organizations about
how to:

 Select the feedback tool and process

 Choose the raters
 Use the feedback
 Review the feedback
 Manage and integrate the process into a larger performance management system

THE UPSIDE OF 360 DEGREE FEEDBACK

It’s a practical way to get a large group of leaders in an organization to be comfortable with
receiving feedback from direct reports, peers, bosses, and other groups. Once leaders begin to
see the huge value to be gained, in fact, we see them add other groups to their raters such as
suppliers, customers, or those two levels below them in the organization."

Organizations that are happy with the 360-degree feedback component of their performance
management systems identify these positive features of the process that manifest in a well-
managed, well-integrated 360-degree feedback processes.

THE DOWNSIDE TO 360 DEGREE FEEDBACK

For every positive point made about 360- degree feedback systems, detractors can offer the
downside. The downside is important because it gives you a road map of what to avoid when
you implement a 360 feedback process.
INTERVIEW QUESTION:

We prepared couple of questions based upon our theoretical concepts that we studied in class
along with the article and our topic was 360-Degree review

QUESTION#1

WHO ARE YOUR COMPETITORS? WHAT GIVES THIS ORGANIZATION A COMPETITIVE EDGE?
Sir Sabir answered we are essentially a project based company and our clients are from
UK,USA, Italy and we additionally have local projects in Pakistan, as we are IT organization and
on the off chance that we talk about our global competitors, we have India, Bangladesh and
Singapore, discussing competitive edge our quality, on time delivery and commitment.

QUESTION#2
WHAT ELSE DO YOU THINK ORGANIZATIONS SHOULD DO OTHER THAN SWOT ANALYSIS FOR
ASSESSING ITS COMPANY?
He replied our planning, which means road map for whatever we are planning to do. On the off
chance that you think you are on your consistent level, then you are able to launch your own
product, when you have team strength and technology strength and then you survey which
thing is of high demand.

QUESTION#3

DO YOU PREFER ‘ONLINE SURVEY VENDORS’ FOR CREDIBILITY OF AN EMPLOYEE?

He answered we do online survey because our company is IT based and we deal with our online
clients, there’s a survey form which our client fills and other is there in office, we check the
credibility of an employee and check is it according to standards or not and it is not that hard to
know because now there are many softwares online which tells your performance of every day.
I personally like MBO method to judge the performance of an employee, but it doesn’t work for
longer run according to me.

QUESTION#4

WHAT IS THE RESULT WHEN CANDIDATES ATTEMPT TO COUNTERFEIT WHILE IN AN

INTERVIEW?

Mr Sabir replied candidates attempt to display a more extensive picture; they attempt to satisfy
the interviewer by telling the skills they don’t possess. Candidates pretend that they're familiar
with software and when they're assigned a task they're unable to produce outcomes.
Expectations are set but later those expectations aren't met because of wrong articulations of
applicants. An exhortation is never attempt to pretend something you're not on the grounds
because that is the problematic part. Always show others what you are really, maybe the
organization is looking for an individual you really are.

QUESTION#5

IN YOUR OPINION WHAT IS AN INDIVIDUAL'S KEY QUALITY?

In the event that an individual is adaptable and versatile he can accomplish achievements.
Likewise, being punctual and being a cooperative person is essential and it goes as a quality.
Realizing what to do and how to do isn't a quality. Everybody has skills and abilities. A reliable
individual can be an asset of the organization. Also, if an individual can change himself as
indicated by nature and circumstances he can do anything by only a little exertion.

QUESTION#6

HOW IS PERFORMANCE APPRAISAL HELPFUL?

Mr Sabir answered performance appraisal causes an organization to recognize the area of
improvement of individuals. Performance appraisal is a two way channel. Our organization
motivates and trains our representatives. We attempt to upgrade their capabilities.
Performance appraisal is a guide for a worker to see his commitment and profitability level
towards the organization.

QUESTION#7

FOR WHAT REASON IS 360-DEGREE FEEDBACK FUNDAMENTAL?

Most fascinating certainty is that 360 degree feedback of individual is connected with the
conduct an individual is showing at workplace. However by knowing 360 degree feedback an
individual can improve himself.
QUESTION#8

HOW CAN PERFORMANCE MANAGEMENT SYSTEM HELP AN ORGANIZATION?

Organization tries to identify the gaps and recognize the loopholes. The organization motivates
and helps the representatives by counseling. We offer open doors for career growth. We give
learning opportunities. We always encourage our workers so that will lead towards
accomplishment of goals of our organization rather than de motivating the representatives.
Employees are the representatives of an organization. The problematic part is that we set high
expectations and ignore the fact that every individual has distinctive potential and abilities. It is
a workmanship to discover the quality and ability of a representative.

QUESTION#9

HOW WOULD YOU DEAL WITH VULNERABLE SIDE OF A WORKER?

We are humans, not the perfectionist and human error do exists. We shouldn't treat our
representatives like robots. Every organization comprises of SWOT analysis. Similarly people
have their strengths and weaknesses. The basic part is to act naturally mindful, present the
genuine you before others rather than presenting any other person. Mindfulness is a key factor,
this can lead towards progress. Likewise, one should be self-motivated, such individuals rise
above adversity.

QUESTION#10

HOW MIGHT YOU IMPROVE A REPRESENTATIVE PERFORMANCE AT WORK?

It isn't right to pass judgment on an individual on performing multiple tasks, only on the basis
that an individual may be great at one task however not at the other. Always recommend
“mentor", he who has a mentor is an honored one. Stick to the objectives, be reliable and figure
out how to manage time. These things will pay off throughout life.
QUESTION#11

WHAT QUALITIES A GOOD LEADERS POSSESS?

According to Sir Sabir straightforwardness is an essential quality a leader must have. A leader
must be the person who can empathize others. He should be passionate. Also, he should have
basic leadership capabilities like decision making capability. A good leader isn't one who
enforces on other yet a good leader is the one who takes each person alongside him.

QUESTION#12

WHAT DO YOU PREFER IN YOUR EMPLOYEES, QUALITY OR QUANTITY OF THE WORK?

Mr Sabir replied that quality of work is an achievement. Never compromise on quality of the
work. You can impress another individual by quality of work however cannot impress others by
quantity of work. Quality helps to gain goodwill. An individual's work is assessed by quality
rather than quantity of the work presented to others

QUESTION#13

WHAT IS YOUR STANCE ON 360-DEGREE FEEDBACK?

Sir Sabir replied that in 360-degree you have more factors, for instance I have no concept of
technical matters I can only deal with the behavioral aspects. There is sales department, finance
department and admin department, I cannot tell you about technicalities of these departments
better than people who handle these departments, and I cannot pass judgment on everybody in
the organization as a HR Manager I can just pass judgment on their conduct however how
skillful they are in their field. I won’t be able tell anything to their leader, there’s biasness
included in this.

QUESTION#14

HOW MUCH TRANSPARENCY IS IN THIS COMPANY?

There is a great deal of transparency in this organization since the management itself is process
oriented and there is no concept of people orientation, further your customer will inform you
concerning your organization since they need to see business and approach towards business
and the representatives work, you get to know how transparent you are by your clients.

QUESTION#15
IF THE FEEDBACK OF YOUR EMPLOYEE IS NOT GOOD, WOULD YOU REACH OUT TO THAT
EMPLOYEE?

Yes, definitely we do reach to that individual with some bad feedback, we have a gauge system
if the feedback is below average, at that point we do a session with that representative to ask
what is the issue, there is an issue of mindset as well, a few people are great in team work
however can't do work alone, and some are solo laborers, each individual has diverse way to
deal with their work, we additionally give our representatives a comfort zone to perform better,
your initial feedback is from the client.

QUESTION#16

AS AN HR MANAGER WHAT ARE THE KEY QUALITIES IN THE PERSON YOU SEE WHILE
HIRING?

Individuals should be completely transparent and honest about themselves. They should not
pretend to be someone they are not. They should be honest and willing to tell about the
quialities or skills they really possess instead of misstating facts.

QUESTION#17

WHY DO YOU THINK PERFORMANCE APPRAISAL SYSTEMS FAIL?

There are different factors, the greatest factor is biasness, ordinarily representatives' grievance
about their work is that they work more than other individual and their appraisal is low, a few
people have attitude issues yet they are 100 percent in their work and a few people are 100
percent in frame of mind yet normal in work so then it shifts.

QUESTION#18
DOES YOUR ORGANIZATION OFFER COLLEGE RECRUITING?
Yes, we do but we only hunt for a talent.

QUESTION#19

HAVE YOU EVER HIRED A WRONG CANDIDATE BY GETTING DECEIVED FROM HIS
IMPRESSION MANAGEMENT AND HOW DID YOU TACKLE THAT?

He replied that yes it happened in past and we tackled it by adjusting the candidate on the
lower position than the existing one.

ARTICLE:

GETTING THE MOST OUT OF 360-DEGREE REVIEWS

Online and interview-based 360-degree reviews can be extremely valuable tools. They bring
together insights from a range of coworkers, often illuminate an executive’s blind spots, and give
colleagues a way to weigh in on and support the individual’s development.

But these tools are only effective if the feedback is kept confidential, respondents are encouraged
to be candid, and everyone is transparent about the purpose behind the 360. Whether you use an
online survey or in-depth interviews conducted by an outside coach, these areas require special
attention. Here’s why each is important.

Confidentiality

Coworkers can be more honest and direct knowing that their comments won’t be attributable to
them, but many may worry that their responses won’t be kept confidential. With online surveys,
choosing a credible vendor can reassure subjects and respondents that information will not be
accessible to anyone internally. If this is the first time that the company is using the survey, HR
leaders need to make it clear how confidentiality is ensured and guarded.

When 360s are done through in-depth interviews, the coach needs to assure respondents
beforehand that what they say will not be relayed to the subject. When I conduct these types of
interviews, I typically explain that I only give aggregate feedback to the subject and never connect
a respondent’s name to a comment they made. In fact, I take care in making sure none of the
feedback is attributable. Sometimes it helps to reassure respondents that I’m experienced in
dealing with 360 subjects who try — sometimes with great subtlety — to find out which
respondent said what.

Candor

When using online survey vendors, HR needs to make sure the instructions cover how important
it is for respondents to be candid and not worry about wounding subjects’ self-esteem. The
expectation should be that people are direct and open while ensuring their comments are
productive. It’s rare for respondents to be overly critical or inappropriate in their remarks since
comments of those nature can often be attributable to specific people.

With interview-based 360s, coaches should also emphasize the need for candor. In my interviews,
I point out that candid feedback is the only way to really help the company and the individual.
And I assure respondents that I convey feedback to subjects in a way that helps them understand
and digest it without feeling attacked or devalued.

It’s also worth noting that people are generally tougher than we assume — and that even
inaccurate perceptions can be useful if they cause subjects to take a new look at their behaviors.
Most of us can probably remember an occasion when we were wrongly characterized by
someone, and yet, paradoxically, it led to valuable self-reflection.

Transparency

When rolling out a 360, HR and the person’s manager should be transparent with the coach, the
subject, and the respondents about the purpose of the 360. Is it for general development
purposes (say, to establish a baseline for coaching)? Is there a specific performance issue that’s of
concern? If the subject’s job is at stake, both the subject and the coach should be made aware of
it.

Keeping the real objectives from the subject, respondents, and a coach who may be involved can
be counter-productive. If coaches doing the interviewing don’t know what’s at stake, for example,
they may not be able to zero in on crucial performance areas or push subjects to understand the
severity of their situation.

I’ve seen lack of transparency over the purpose of 360s happen more than once. In one instance, I
was involved in conducting a set of 360 interviews for a group of executives at a manufacturing
company. The subjects were told that the 360 was being used to help them learn more about how
they were perceived by their colleagues and get coaching to build on their strengths and address
any limitations. But while the reviews were being conducted, two senior positions opened up and
senior leaders decided to use the 360s to identify the best candidates for promotion from among
the group being reviewed. When the 360s were completed and the new purpose finally came to
light, the subjects felt betrayed, and the senior leaders and HR had to work hard to regain their
trust. I also had some explaining to do when it came to providing feedback to the subjects. Every
one of them challenged me as to whether I had known ahead of time how the 360s would be
used. For subjects and respondents, the shift in purpose cast a cloud over the whole process,
undermining the perception of how valid of the feedback really was.

Using 360s in this way — to make personnel decisions and, intentionally or not, misleading
participants about the purpose — opens the company to legal issues and complaints.

In addition to being transparent from the start, the organization can further reduce the potential
for complaints by ensuring that the process is designed to provide accurate descriptions of how
individuals are perceived by the different groups they interact with. In general, risks can be
minimized by selecting a representative group of respondents, making sure that records are kept
safe, and using trained professionals to provide feedback.

When conducting online 360s, there are two additional issues to consider.

Customization

Many online 360s can be customized. The main reason to do so is to reflect the company’s
language and its vision, mission, and valued competencies. Special circumstances may also
require customized surveys — for example, if the organization has merged with another company,
there may be questions concerning how the executive relates to executives within the new entity.
If having an online survey customized to suit the organization or individual is important, HR will
need to choose the right vendor. Many offer limited or no customization — or offer it at an extra
cost. Others will build survey questions from scratch.

While customization is always beneficial, companies do have to consider the cost. Changing any
element of an online survey, such as merging two of the survey’s standard competencies into one
or splitting one standard competency into two, is not as simple as it seems. Any altered
competencies will necessitate additional steps so that responses can be reliably compared to the
survey’s established norms.

Follow up

Some online survey programs simply produce a summary report but 360s should never be
delivered in a vacuum. Without context and support, the subject may not be able to make use of
the feedback and, therefore, question the value of the process. Further, when respondents don’t
see anything change as a result of their participation in the survey, future respondents may regard
the surveys as a waste of time, leading them to resist filling them out or to give only perfunctory
responses. At a minimum, the subject should have a conversation with someone who is skilled in
the interpretation of the results and can help them develop an action plan.

No assessment process is perfect, but when 360s are thoughtfully implemented, they provide
valuable insights and a reliable baseline for leadership development, delivering feedback to
executives that are otherwise hard to come by.
ANALYSIS:
After asking couple of questions from them we analyzed the following points.

1. The company grants outsourcing services.

2. Planning and counseling of employees is carried out.

3. Infra structure is quite impressive.

4. Best programming advancement administrations are allowed to the workers.

5. Organization centers on career growth.

6. There's flexibility and a friendly environment is maintained.

7. Diversity is admired.

8. There's co operation amongst representatives.

9. The company is up to the mark in IT.

10. From comfort to learning, there's a procedure of defeating fears and defining objectives,
step out of your comfort shell and achieve big.
RECOMMENDATIONS:
1. Employee retention is a greater challenge by IT companies specially the startups which
get high stakes after a key worker quits. They should focus on retaining their employees.

2. Automation brings about expanding employment by recruiting.

3. There's a lack of management concentration.

4. No consideration of motivating forces, incentives, increments, perks and privileges to

facilitate the representatives.
CONCLUSION
 CREATIVITY: Our quality originates from our uniqueness. We will not comply with the
conventional ways and make our own way, better and exemplary.

 INNSOVATION: We challenge the regular thoughts and produce proficient results. Our
groups work in an empowering domain continually endeavoring. Innovation
distinguishes between a leader and a follower

 TEAM WORK: Our team has commitment towards reaching at shared objectives. With
mutual help and genuine correspondence we have accomplished milestones.

 CONNECTIVITY: Our connections among one another characterize us. We manage

straightforwardness and great correspondence makes us fruitful.

 CUSTOMER SERVICE: Our customers are enormously esteemed. We work to convey the
best and fulfill client needs by taking exacting measures and acting instantly to input.

 ACCOUNTABILITY: We acknowledge our individual and group obligations, meet our

duties and are constantly responsible for the activities.
REFERENCES:

https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp

https://zeptosystems.com/

https://hbr.org/2019/11/getting-the-most-out-of-360-degree-reviews