360 Degree Appraisal 1 128

8/8/2019 360 Degree Appraisal 1 128

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360 Degree Feedback 360 Degree Feedback & Performance& Performance

Appraisal Appraisal



Wh at is 360 DegreeWh at is 360 DegreeFeedback ?? Feedback ??

360360--degree feedback is defined as Thedegree feedback is defined as Thesystematic collection and feedback of systematic collection and feedback of

performance data on an individual or groupperformance data on an individual or groupderived from a number of stakeholders inderived from a number of stakeholders intheir performance .their performance .



FEEDBACKON ME FROM :

SELF

STAFF

CUSTOMERS

TEAMMEMBERS

BOSS

PEERS

STAKEHOLDERS



Us e s Of 360 PA Sy st emUs e s Of 360 PA Sy st em

Supervi sor:Supe rvi sor:

A ccurate assessment A ccurate assessment - - FavoritismFavoritism

A nonymous, Unbiased & A ccurate info A nonymous, Unbiased & A ccurate info

P rovides greater objectivity.P rovides greater objectivity.



H ow the performance is enhancing workH ow the performance is enhancing work

situation??situation??

H elps in revealingH elps in revealing

Creates greater harmonyCreates greater harmony - - betterbetterproductivityproductivity - - identifies strengths &identifies strengths &

weaknessesweaknesses

Leads to continuous learning, teamLeads to continuous learning, teambuilding, self building, self- -confidenceconfidence



Organiz ed training & devel opm e nt:Organiz ed training & devel opm e nt:

--things are told before hand distributionthings are told before hand distributionand processing takes place in advance.and processing takes place in advance.

--helps understand the needs better and inhelps understand the needs better and inmore detail.more detail.



T e am bu ilding:T e am bu ilding:

--assess each other on skills such as:assess each other on skills such as:communicating, deliver on promises,communicating, deliver on promises,planning, listening, maintain relationship.planning, listening, maintain relationship.

--the approach promotes individualthe approach promotes individualdevelopment within teams.development within teams.

Feedback can be gathered before anyFeedback can be gathered before anyteam event happens.team event happens.



P e rformanc e manag e m e nt:P e rformanc e manag e m e nt:

--reduces anxietiesreduces anxieties - - making it a less specialmaking it a less specialevent.event.

Validation of training & oth e r initiati ve s: Validation of training & oth e r initiati ve s:--to identify the performance improvement to identify the performance improvement needsneeds

--many organisations have not yet used thismany organisations have not yet used thisto judge the success of an individual, teamto judge the success of an individual, teamor organisation.or organisation.



Us e d for appraisal:Us e d for appraisal:

-- focus more on current performancefocus more on current performance

-- individual .managers and the latterindividual .managers and the latter-- past performancespast performances

Re m u n e rationRe m u n e ration



Research by A shridge Mgmt RecResearch by A shridge Mgmt Rec

71%71% --to support learning and development to support learning and development

23

%23

%--to support a number of

HR processesto support a number of

HR processessuch as appraisal, researching .such as appraisal, researching .

6%

6%

--used it to support pay decisionsused it to support pay decisions



In 1997 survey of 22 orgnsIn 1997 survey of 22 orgns

77% disagreed that it is a personal development 77% disagreed that it is a personal development tool and should not be used for wider H R andtool and should not be used for wider H R and

organisational purposesorganisational purposes

81% disagreed that it provides a basis for reward81% disagreed that it provides a basis for reward



Survey carried by IPD in early 199 8Survey carried by IPD in early 199 8

92% to help developmental needs92% to help developmental needs

80% to help overall performance80% to help overall performance - -coachingcoaching

2 0% using it to determine a performance grade2 0% using it to determine a performance grade

or pay standardor pay standard



360 * Met h odology360 * Met h odology



S t e p 1 : T h e Que stionnair eS t e p 1 : T h e Que stionnair e

-- LeadershipLeadership - - Team P layerTeam P layer-- CommunicationCommunication - - Organisational SkillsOrganisational Skills-- D ecisionD ecision-- MakingMaking -- A daptability A daptability-- ExpertiseExpertise -- Vision Vision



S t e p 2 : RatingsS t e p 2 : Ratings

11 --2 : Least Skilled2 : Least Skilled33--4: Not a Strength4: Not a Strength

55--6: A ppropriate Skill6: A ppropriate Skill77 --8: A Strength Skill8: A Strength Skill99 --1 0: A n Exceptional Skill1 0: A n Exceptional Skill



S t e p 3 : D ata P roc e ssingS t e p 3 : D ata P roc e ssing

-- Internal : Use of softwareInternal : Use of software-- External SuppliersExternal Suppliers

360 Degree Feedback

0 2 4 6 8

Gives Useful Feedback

Open to New Ideas

Recognises Achievements

S k i l l

Rating



S t e p 4 : Fee d b ackS t e p 4 : Fee d b ack

-- IndividualIndividual

-- ManagerManager

-- A nonymous ? ? A nonymous ? ?

-- Culture plays a roleCulture plays a role



S t e p 5 : ActionS t e p 5 : Action

A ction will depend on the purpose A ction will depend on the purpose

D evelopment D evelopment - - IndividualsIndividualsA ppraisal A ppraisal -- ManagersManagersP ayP ay -- H .RH .R



Development And Implementation Development And Implementation D efine objectivesD efine objectives

D ecide on recipientsD ecide on recipients

D ecide who will give the feedbackD ecide who will give the feedback

D ecide the areas of work and behaviorD ecide the areas of work and behavioron which feedback will be givenon which feedback will be given

D ecide the method of collecting the dataD ecide the method of collecting the data



D ecide data analysis and presentationD ecide data analysis and presentation

P lan an initial implementationP lan an initial implementationprogrammeprogramme

A nalyse the outcome of the pilot scheme A nalyse the outcome of the pilot scheme

P lan and implement full programmeP lan and implement full programme

Monitor and evaluateMonitor and evaluate



ADVANTAGES OF 360 ADVANTAGES OF 360- -DegreeDegree

FEEDBACK FEEDBACK A ffording a broader perspective than before A ffording a broader perspective than before

Increased awareness and relevanceIncreased awareness and relevance

Reliable feedback to senior managersReliable feedback to senior managers

Gaining acceptanceGaining acceptance

Encouraging open feedbackEncouraging open feedback



ReinforcingReinforcing

Rounded view of P erformanceRounded view of P erformance

Identifying key development areasIdentifying key development areas

Raising Self A warenessRaising Self A wareness

Continuous Improvement Continuous Improvement

Improved MoraleImproved Morale

A cceptance Of Results A cceptance Of Results



DISADVANTAGESDISADVANTAGESNo OpennessNo Openness

Excessive StressExcessive Stress

Lack Of A ctionLack Of A ction

OverdependenceOverdependence

Too Much Of BureaucracyToo Much Of Bureaucracy

Incapability and Lack Of Skill Of ManagersIncapability and Lack Of Skill Of Managers



CRITERIA FOR SUCCESSCRITERIA FOR SUCCESS

Support From Management Support From Management

Commitment Commitment

D etermination as a tool for D evelopment D etermination as a tool for D evelopment



Questionnaire reflects all aspectsQuestionnaire reflects all aspects

Fair Follow up processFair Follow up process

TransparencyTransparency



Researc hResearc h

PHILIPS CONSUMER DIVISIONPHILIPS CONSUMER DIVISION

NIITNIIT

SAMSUNGSAMSUNG

INFOSYSINFOSYS





THANK YOU !!THANK YOU !!

Documents

360 Degree Appraisal 1 128