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.

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

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.

-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.

-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.

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

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

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

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

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 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 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 3: Data Processing

- Internal : Use of software

- External Suppliers

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

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

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

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

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

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

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

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

Support From Management

Commitment

Determination as a tool for Development

Questionnaire reflects all aspects Fair Follow up process Transparency

Questionnaire reflects all aspects

Fair Follow up process

Transparency

Research PHILIPS CONSUMER DIVISION NIIT SAMSUNG INFOSYS

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

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 !!