Assignment Cover Sheet

Student Name: Kumar Mangalam

Student Number: 413502
Course: Diploma in HR Management
Assignment No: 4

Marking Criteria:

We expect the learners to write minimum one well expressed point in three lines against each
allocated mark. This means one needs to write 15 lines with 5 well expressed points to get high
grades for a 5 marks question.

For high grades use examples and illustrations where appropriate.

1. Pros of a 360-Degree Performance Review:

1. Comprehensive feedback: Involves input from multiple perspectives, including supervisors,

peers, subordinates, and sometimes even customers, providing a more holistic view of an
individual's performance.

2. Increased self-awareness: Allows individuals to gain insights into their strengths, weaknesses,
and blind spots, promoting self-reflection and personal development.

3. Fairness and objectivity: Helps mitigate biases by collecting feedback from multiple sources,
ensuring a more balanced and objective assessment of an individual's performance.

4. Development opportunities: Identifies areas for improvement and growth, facilitating targeted
development plans and training initiatives to enhance skills and competencies.

5. Enhanced teamwork and collaboration: Promotes a culture of open communication and

feedback, fostering collaboration and teamwork among colleagues.

6. Increased accountability: Encourages individuals to take ownership of their performance and

behavior, as feedback is received from various sources, leading to higher levels of accountability.

7. Strengthened relationships: Builds trust and rapport among team members as they participate
in the feedback process, fostering stronger professional relationships and communication.

Cons of a 360-Degree Performance Review:

1. Time-consuming and resource-intensive: Gathering feedback from multiple sources can be a

time-consuming process, requiring significant resources for administration and data analysis.
2. Reliability of feedback: The quality and accuracy of feedback can vary depending on the source,
as individuals may have biases, conflicting opinions, or limited perspectives.

3. Potential for misuse: Feedback from certain sources, such as peers or subordinates, may be
influenced by personal dynamics or office politics, leading to biased or unhelpful feedback.

4. Overwhelming feedback: Receiving feedback from multiple sources can be overwhelming for
some individuals, making it challenging to prioritize and address all areas of improvement.

5. Resistance and discomfort: Some individuals may feel uncomfortable or defensive when
receiving feedback from a wide range of sources, which can hinder their openness to growth and
development.

6. Lack of anonymity: Anonymity may not always be guaranteed in a 360-degree review, which
can lead to concerns about retaliation or strained relationships in the workplace.

7. Interpretation challenges: Interpreting and synthesizing feedback from various sources can be
complex, requiring skilled analysis and communication to ensure effective action plans are
developed.

2. The main parts of the Performance Management Cycle are as follows:

1. Goal Setting: The cycle begins with setting clear and specific performance goals and objectives
that align with the organization's strategic objectives. These goals should be measurable,
achievable, relevant, and time-bound.

2. Performance Planning: In this phase, managers and employees collaborate to create

performance plans outlining the actions and resources needed to achieve the set goals. This
includes identifying key performance indicators, defining expectations, and setting milestones.

3. Ongoing Feedback: Continuous feedback and communication between managers and

employees are essential throughout the performance management cycle. Regular check-ins and
discussions provide opportunities to provide guidance, clarify expectations, and address any
issues or challenges that arise.

4. Performance Monitoring: Managers monitor employee performance against the set goals and
provide ongoing feedback to ensure progress is on track. This involves tracking key performance
metrics, reviewing performance data, and comparing actual performance to desired outcomes.

5. Performance Appraisal: At the end of a performance period, a formal appraisal is conducted to

assess the employee's overall performance. This typically involves a structured evaluation of
achievements, strengths, areas for improvement, and future development plans.

6. Performance Review: The performance review is a meeting between the manager and the
employee to discuss the appraisal results, provide feedback, and address any questions or
concerns. This is an opportunity for dialogue, reflection, and goal alignment for future
performance.
7. Performance Development: Based on the appraisal and review discussions, a development plan
is created to support the employee's growth and enhance their skills and capabilities. This may
involve training, coaching, mentoring, or other developmental opportunities.

8. Performance Reward and Recognition: Recognizing and rewarding high-performing employees

is an integral part of the performance management cycle. This can be done through financial
incentives, promotions, bonuses, or non-monetary recognition to motivate and retain top talent.

3. Effective feedback is feedback that is constructive, specific, timely, actionable, balanced, and
ongoing. The six major characteristics of effective feedback are as follows:

1. Constructive: Effective feedback focuses on improvement rather than criticism. It is delivered in

a supportive and respectful manner, highlighting areas of strength as well as areas for
development. It offers suggestions and solutions to help the recipient grow and excel.

2. Specific: Effective feedback is specific and detailed, providing clear examples and observations
of behavior or performance. It avoids generalizations and vague statements, enabling the
recipient to understand exactly what they did well or need to improve.

3. Timely: Feedback is most impactful when given in a timely manner. Effective feedback is
provided promptly after the observed behavior or performance, allowing the recipient to reflect
on it while it is still fresh in their mind. This helps reinforce positive actions or address concerns
promptly.

4. Actionable: Effective feedback offers actionable insights and guidance. It provides specific
suggestions or recommendations for improvement that the recipient can apply directly. It focuses
on behaviors and actions that can be modified or enhanced, rather than personal characteristics
or traits that are difficult to change.

5. Balanced: Effective feedback is balanced, considering both strengths and areas for
improvement. It acknowledges and appreciates the recipient's accomplishments and strengths
while also addressing areas that require attention. This balanced approach helps maintain
motivation and fosters a growth mindset.

6. Ongoing: Effective feedback is not a one-time event but rather an ongoing process. It involves
regular communication and dialogue between managers, peers, and subordinates. It is part of a
continuous feedback loop, allowing for continuous improvement and growth.

4. When a manager is planning for an employee's last day at work, it is essential to ensure a
smooth transition and create a positive departure experience. Here are some steps a manager can
take, along with examples:

1. Notification and Communication: The manager should have open and transparent
communication with the employee about their departure. This includes discussing the resignation
process, finalizing the last day of work, and addressing any necessary paperwork, such as exit
interviews or handover documentation.

Example: The manager schedules a meeting with the employee to discuss their resignation,
express appreciation for their contributions, and clarify the expectations and tasks for their
remaining time at the company.
 2. Task Transition and Knowledge Transfer: The manager and the departing employee should
identify key tasks, projects, and responsibilities that need to be transferred to other team
members. This ensures a smooth handover and minimizes disruption to ongoing work.

Example: The manager works closely with the departing employee to compile a list of projects and
tasks they are currently working on, along with relevant documentation and instructions. They
identify suitable team members to take over these responsibilities and arrange for knowledge
transfer sessions or shadowing opportunities.

3. Farewell Arrangements: It is important for the manager to organize a farewell or appreciation

event to acknowledge the employee's contributions and provide an opportunity for colleagues to
say goodbye. This can help maintain positive relationships and foster a supportive work culture.

Example: The manager plans a farewell lunch or gathering for the employee, inviting colleagues to
share well wishes and express their gratitude for their contributions. They may also coordinate a
small gift or card as a token of appreciation.

4. Exit Interviews and Feedback: Conducting an exit interview allows the manager to gather
valuable feedback from the departing employee regarding their experience and insights into the
organization. This feedback can be used to improve processes, address any concerns, and
enhance the overall employee experience.

Example: The manager schedules an exit interview with the departing employee to discuss their
reasons for leaving, gather feedback on their experience at the company, and identify areas for
improvement. They ensure the interview is conducted in a confidential and non-judgmental
manner, encouraging the employee to share their honest opinions.

Student Statement:

By submitting this assignment, I confirm that this is my own work.

Student Signature: Kumar Mangalam Date: 24.06.2023

For Tutor / Assessor Use Only

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