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  • Session 6 - 360 Degree Feedback System - Se

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    MUSKAN MADAN PGP 2021-23 Batch
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    This document discusses different performance management techniques: 1. General performance appraisal involves self-ratings between a supervisor and subordinate based on key responsibilities and performance indicators. However, it can lead to ambiguous responses and individual biases. 2. Management by objectives (MBO) aligns individual goals with organizational goals at different levels and improves cross-division communication, but increases paperwork. 3. A 360-degree approach collects feedback from multiple stakeholders but requires critical mass of respondents to maintain anonymity and can appear like persecution if not used properly.

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    Session 6_360 Degree Feedback System_Se

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    This document discusses different performance management techniques: 1. General performance appraisal involves self-ratings between a supervisor and subordinate based on key responsibilities and performance indicators. However, it can lead to ambiguous responses and individual biases. 2. Management by objectives (MBO) aligns individual goals with organizational goals at different levels and improves cross-division communication, but increases paperwork. 3. A 360-degree approach collects feedback from multiple stakeholders but requires critical mass of respondents to maintain anonymity and can appear like persecution if not used properly.

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    8 views21 pages

    Session 6 - 360 Degree Feedback System - Se

    Uploaded by

    MUSKAN MADAN PGP 2021-23 Batch
    This document discusses different performance management techniques: 1. General performance appraisal involves self-ratings between a supervisor and subordinate based on key responsibilities and performance indicators. However, it can lead to ambiguous responses and individual biases. 2. Management by objectives (MBO) aligns individual goals with organizational goals at different levels and improves cross-division communication, but increases paperwork. 3. A 360-degree approach collects feedback from multiple stakeholders but requires critical mass of respondents to maintain anonymity and can appear like persecution if not used properly.

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    © All Rights Reserved
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    of 21

    Performance Management

    What Is Going To Be Said Of Me ?

    Am I Going To Be Criticized ?

    How Is This Information Going To Be Used ?

    Who Will See It ?

    Shall I resist it?


    - Resistance To Do Anything Useful With The Results.

    - General Bad Mouthing Of The Process To Others.

    - Resistance To Participate In The Process.

    - Resistance To Accept The Results.


    Cognitive Dissonance
    General
    Performance MBO
    Appraisal

    Human
    360-degree
    Resource
    approach
    Accounting
    General
    Performance
    Appraisal
    • Between Supervisor and
    Subordinate
    • Simple self-rating Scale
    • Revolves around KRA/KPIs
    and performance
    • Mutually Decided ratings
    Advantages and Disadvantages

    • Ease of handling
    • Performance measured against stated KPI

    • Ambiguous responses
    • Individual biases
    • Disconnect with the overall organization
    MBO
    Advantages and Disadvantages

    • Individual goals aligned with Organizational goals at different levels


    • Improves communication across division
    • Enhances team level bonding

    • Integration of MBO with other systems


    • Increased paperwork
    360 Degree Approach
    Why and Why NOT?
    • Triangulation of data
    • Specially in case of virtual / remote working locations
    • Frees oneself from being dependent of supervisor’s views
    • Balancing Act
    • Not overly dependent upon one criteria
    • Focus upon developmental role, NOT a rating tool
    • Focus upon overall theme than isolated pieces of statements
    • May appear persecution
    • Critical mass of respondents and regular contact
    • To maintain anonymity
    • Political coalition (in case of peers)
    • OR exactly opposite !!
    Strategy
    Planning
    For 360
    Degree
    Feedback
    High quality feedback about their skills &
    performance form multiple stakeholders

    Test out their self assessments against those of


    others.

    Is useful in identifying individual & group


    Advantages and development needs.
    Disadvantages
    Wonderful opportunities for increasing insight
    and awareness

    Identifying learning and development needs;


    Building confidence in the overall eco-system
    Advantages and Disadvantages

    • Issues in case of upward appraisal


    • SARAH Reaction – Shock – Anger – Rejection –
    Acceptance – Help
    • “The scorer might have made a mistake”
    • Taking the feedback to heart
    • Lack of basic competencies to distinguish between feedback and
    criticism

    • Time and Efforts Consuming


    • What to do with the output?
    • Is it worth it?
    Human Resource Accounting Method
    Used by various companies
    Infy Balance Sheet
    Human Resource Accounting Method

    Quantitative Information on Human Resources Communicating the worth of human resources


    to the organization and to the external
    stakeholders
    Human Resource Accounting Method

    • Historical Cost Method


    • Cost items such as Recruiting, Hiring, training, welfare are
    calculated and amortized over the period
    • Replacement Cost Method
    • Opportunity Cost Method

    • Present Value of the future earning

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