360 Degree Appraisal 4.3.2009

360 Degree Feedback & Performance Appraisal

What is 360 Degree Feedback ?? 360-degree feedback is defined as “The systematic collection and feedback of performance data on an individual or group derived from a number of stakeholders in their performance”.

FEEDBACK ON ME FROM : SELF STAFF CUSTOMERS TEAM MEMBERS BOSS PEERS STAKEHOLDERS

Uses Of 360 PA System
Supervisor:
Accurate assessment - Favoritism
Anonymous, Unbiased & Accurate info
Provides greater objectivity.

How the performance is enhancing work situation??
Helps in revealing
Creates greater harmony - better productivity - identifies strengths & weaknesses
Leads to continuous learning, team building, self-confidence

Organized training & development:
-things are told before hand…distribution and processing takes place in advance.
-helps understand the needs better and in more detail.

Team building:
-assess each other on skills such as: communicating, deliver on promises, planning, listening, maintain relationship.
-the approach promotes individual development within teams.
Feedback can be gathered before any team event happens.

Performance management:
-reduces anxieties - making it a less special event.
Validation of training & other initiatives:
-to identify the performance improvement needs
-many organisations have not yet used this to judge the success of an individual, team or organisation.

Used for appraisal:
- focus more on current performance
- individual….managers and the latter
- past performances
Remuneration

Research by Ashridge Mgmt Rec
71%-to support learning and development
23%-to support a number of HR processes such as appraisal, researching….
6%-used it to support pay decisions

In 1997 …survey of 22 orgns
77% …disagreed that it is a personal development tool and should not be used for wider HR and organisational purposes
81%…disagreed that it provides a basis for reward

Survey carried by IPD in early 1998
92% …to help developmental needs
80% …to help overall performance -coaching
20%…using it to determine a performance grade or pay standard

360 * Methodology

Step 1: The Questionnaire
- Leadership - Team Player
- Communication - Organisational Skills
- Decision- Making - Adaptability
- Expertise - Vision

Step 2: Ratings
1-2 : Least Skilled
3-4: Not a Strength
5-6: Appropriate Skill
7-8: A Strength Skill
9-10: An Exceptional Skill

Step 3: Data Processing
- Internal : Use of software
- External Suppliers

Step 4 : Feedback
- Individual
- Manager
- Anonymous ? ?
- Culture plays a role

Step 5: Action
Action will depend on the purpose
Development - Individuals
Appraisal - Managers
Pay - H.R

Development And Implementation
Define objectives
Decide on recipients
Decide who will give the feedback
Decide the areas of work and behavior on which feedback will be given
Decide the method of collecting the data

Decide data analysis and presentation
Plan an initial implementation programme
Analyse the outcome of the pilot scheme
Plan and implement full programme
Monitor and evaluate

ADVANTAGES OF 360-Degree FEEDBACK
Affording a broader perspective than before
Increased awareness and relevance
Reliable feedback to senior managers
Gaining acceptance
Encouraging open feedback

Reinforcing
Rounded view of Performance
Identifying key development areas
Raising Self Awareness
Continuous Improvement
Improved Morale
Acceptance Of Results

DISADVANTAGES
No Openness
Excessive Stress
Lack Of Action
Overdependence
Too Much Of Bureaucracy
Incapability and Lack Of Skill Of Managers

CRITERIA FOR SUCCESS
Support From Management
Commitment
Determination as a tool for Development

Questionnaire reflects all aspects
Fair Follow up process
Transparency

Research
PHILIPS CONSUMER DIVISION
NIIT
SAMSUNG
INFOSYS

PEOPLE PERFORMANCE MGMT
HOW DOES IT WORK ??
Step 1. Gathering feedback
Step 2. Self assessment
Step 3. Preparation by the manager
Step 4. Performance ratings
Step 5. Discussion and development of a performance plan

THANK YOU !!

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360 Degree Appraisal 4.3.2009

by lochan_gupta on Mar 23, 2009

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