360 Degree Feedback PPT
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360 Degree Feedback PPT

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This is a DEMO Presentation on - 360 Degree Feedback. ...

This is a DEMO Presentation on - 360 Degree Feedback.
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  • 1. 360 Degree Feedback Copyright - ManagementStudyGuide.com
  • 2. Course Objectives • Explain What is 360 Degree Feedback • Describe the History of 360 Degree Feedback • Explain the Uses of 360 Degree Feedback • List the Advantages 360 Degree Feedback • List the Disadvantages of 360 Degree Feedback • Describe What is an Effective 360 Degree Feedback Appraisal • Describe the Components of 360 Degree Feedback • Explain the Process of 360 Degree Feedback • Describe the Problems of 360 Degree Feedback Appraisal • Describe the Sources of Errors in Performance Appraisals • Explain the Development Options after Feedback • Copyright - ManagementStudyGuide.com Explain What is 720 Degree Feedback
  • 3. Introduction Look at a dialog between two colleagues of an organization after the performance appraisals are over. I think our supervisor is biased against me. David So, didn’t you discuss with him in the feedback interview? I have performed very well throughout the year, yet he has not given me the correct rating. He rated me as ‘satisfactory’. Why do you think that? Kyle I did but I am not satisfied with his explanation. David Yes, he does tend to underrate people he doesn’t like. Copyright - ManagementStudyGuide.com Kyle David Kyle Kyle I wish the rating was done by many people who know me and my work, apart from our supervisor. David
  • 4. Introduction Look at a dialog between two colleagues of an organization after the performance appraisals are over. I think our supervisor is biased against me. I have performed very well throughout the Why do you year, yet he has not given me the correct think that? Such problems may arise in manyrated me as ‘satisfactory’. rating. He organizations where the performance appraisals are done by single individuals like the supervisor. To overcome such problems, a system known as the 360 degree feedback is used. David So, didn’t you discuss with him in the feedback interview? Kyle I did but I am not satisfied with his explanation. David Yes, he does tend to underrate people he doesn’t like. Kyle I wish the rating was done by many people who know me and my work, apart from our supervisor. Let us learn about performance appraisals, the feedback process and 360 degree feedback in detail. Copyright - ManagementStudyGuide.com Kyle David Kyle David
  • 5. What is Performance Appraisal? Performance Appraisal (PA) is the process that is used to evaluate the personality, performance and potential of the employees of an organization. It is a process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvement. Hence, it is a system of review and evaluation of job performance to assess accomplishments and to evolve plans for development. Copyright - ManagementStudyGuide.com
  • 6. What is 360 Degree Feedback? 360-degree feedback is an appraisal or assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of the employee’s effectiveness, his performance and development needs. 360 degree feedback is also known as Multi-rater feedback, Multi-source feedback, Full-circle appraisal or Group performance review. Copyright - ManagementStudyGuide.com
  • 7. History of 360 Degree Feedback Contemporary 360-degree methods have roots as early as the 1940s. However, the exact details of the start of the technique are not very clear. Most scholars agree that 360-degree performance appraisal has historical roots within a military context. During the 1950s and 1960s, the multi-rater trend continued in the United States within the Military service academies. At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called “peer grease” to evaluate the leadership skills of their classmates. During the 1960s and 1970s, in the corporate world, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations. Copyright - ManagementStudyGuide.com
  • 8. Multi-Rater Assessment or 360 Degree Feedback This method employs a multi-source feedback method which provides a comprehensive perspective of employee performance by utilizing feedback from the full circle of people with whom the employee interacts: supervisors, subordinates and co-workers. Copyright - ManagementStudyGuide.com
  • 9. Who Should Do the Appraising? A few of the suitable people who can carry out the appraisals are as follows: Immediate supervisor Subordinates Peers 360-Degree Feedback Self-ratings Rating committees Copyright - ManagementStudyGuide.com All of the above listed people should carry out the appraisal.
  • 10. Uses of 360 Degree Feedback There are several uses of the 360 degree feedback system, such as for: Self-development and individual counseling Part of ‘organized’ training and development Team building Performance management 5 Strategic or organization development 6 Validation of training and other initiatives 7 Copyright - ManagementStudyGuide.com
  • 11. Advantages for Employee The following are the advantages of using 360 degree feedback system from the employee’s perspective: • • • • It serves as a method It is an honest It provides It helps employees It provides of collecting assessment as confidential input in seeing information which information from as viewed by a variety from many themselves as neither employee many sources in an of constituents. people of how an others see them. nor his/her superior employee’s employee fares in may be aware of. environment. his job. Copyright - ManagementStudyGuide.com
  • 12. Advantages for Organization The following are the advantages of using 360 degree feedback system from the organization’s perspective: Copyright - ManagementStudyGuide.com
  • 13. Traditional Feedback vs. 360 Degree Feedback Traditional Feedback 360 Degree Feedback Supervisor Me Skip - Level Reportees Others ME Direct Reportees ME External Customers Copyright - ManagementStudyGuide.com Supervisor Internal Customers Co-workers
  • 14. Considerations before Implementing There are various considerations that a company should take into account before deciding to implement the 360 degree feedback system in its organization. If the organization is not completely sure, then it may not be ready for 360-degree evaluations. Copyright - ManagementStudyGuide.com It is important that the organization should have a positive response towards all the considerations listed below.
  • 15. Why 360 Degree Appraisal Programs Fail? The 360 degree feedback would fail if it does not get the dedicated commitment of top management and the HR, resources (time, financial resources etc), planned implementation and follow up. Copyright - ManagementStudyGuide.com
  • 16. Components of 360 Degree Feedback Self appraisal Superior’s appraisal Subordinate’s appraisal Peer appraisal Subordinate’s Appraisal Subordinate’s appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Copyright - ManagementStudyGuide.com
  • 17. Measurement Parameters 360 degree feedback system appraises the employee and evaluates the employee on various measurement parameters such as: Managing and Leading Change Personal Brand Commercial Awareness Coaching and Developing Others Building Relationships Strategic Thinking Developing the Organization Managing Performance Copyright - ManagementStudyGuide.com Business Skills
  • 18. Feedback Questions What elements of your job do you find most difficult? What do you consider to be your most important achievements of the past year? What do you like and dislike about working for this organization? Has the past year been good/bad/satisf actory or otherwise for you, and why? What elements of your job interest you the most, and least? What do you consider to be your most important tasks in the next year? What action could be taken to improve your performance in your current position by you, and your boss? What kind of work or job would you like to be doing in one/two/five years time? Copyright - ManagementStudyGuide.com What sort of training/experien ce would benefit you in the next year?
  • 19. Performance Evaluation Ratings • • • Does Not Meet Expectations Needs Improvement Meets Expectations Outstanding • Performance evaluation ratings reflect the decision by your appraiser’s pertaining to the results you produced over the review period. Appraiser’s will rate each performance expectation/goal and Competency using anchors listed below: Exceeds Expectations • If the employee is assessed as Does Not Meet Expectations or Needs Improvement for a performance expectation or significant Competency, the supervisor should implement a Work Improvement Plan. The Work Improvement Plan is an explicit action plan designed to correct performance deficiencies within a specified time period. Let’s look at each in detail. Copyright - ManagementStudyGuide.com
  • 20. The Appraisers • Self About Contribution Precautions Self-ratings are particularly useful if the entire cycle of performance management involves the employee in a self-assessment. A key factor of self-assessment is the developmental needs of the employee. Most employees feel that self-ratings contribute “to a great or very great extent” to fair and well-rounded Performance Appraisal. Self-appraisals are particularly valuable in situations where the supervisor cannot readily observe the work behaviors and task outcomes. Copyright - ManagementStudyGuide.com
  • 21. The Appraisers • Self About Contribution Precautions • It has been found in researches that there is a low correlation between selfratings and all other sources of ratings, particularly supervisor ratings. The selfratings tend to be consistently higher. This discrepancy can lead to defensiveness and alienation if supervisors do not use good feedback skills. • Sometimes self-ratings can be lower than others’. In such situations, employees tend to be self-demeaning and may feel intimidated and “put on the spot.” • Self-ratings should focus on the appraisal of performance elements, not on the summary level determination. A range of rating sources, including the self assessments, helps to “round out” the information for the summary rating. Copyright - ManagementStudyGuide.com
  • 22. Appraisal/Feedback Interview Depending upon the type of appraisal of the employee, there are three types of appraisal interview scenario that can arise such as: Performance is satisfactory; employee is promotable Performance is Performance is unsatisfactory, but satisfactory; employee is Copyright - ManagementStudyGuide.com correctable not promotable
  • 23. Appraisal/Feedback Interview There are a few key points that a manager or appraiser should keep in mind for conducting an appraisal Interview, such as: He should encourage the employee to talk as well. Copyright - ManagementStudyGuide.com
  • 24. Information/Results Obtained There are several areas about which information is gathered from using the 360 degree feedback system for appraising an employee. Some such areas are as shown in the image given below. Expected Results A. Development Areas B. Strengths C. Discrepancies D. Hidden Strengths Unexpected Results Copyright - ManagementStudyGuide.com
  • 25. Strategies for Success in 360 Degree Feedback Explain what it is, what it does, how it’s used, and its' benefits to all concerned, continually Provide information on its purpose and process to assessors Disconnect it from any compensation decisions (raises, bonuses, etc.) - make it developmental Appraisers and employees should know the instrument they are using thoroughly Conduct structured feedback workshops for feedback recipients Copyright - ManagementStudyGuide.com Don't force it on people
  • 26. What is 720 Degree Feedback? • • In traditional 360 degree feedback, the raters include: o Superior o Peers – immediate & functional colleagues o Subordinates/Direct reporters o Internal customers In a 540 degree appraisal we add more external customers and suppliers. Whereas, in a 720 degree would we also take the feedback from external sources such as stakeholders, family, suppliers, communities. Copyright - ManagementStudyGuide.com
  • 27. ManagementStudyGuide.com This is a DEMO Course On – 360 Degree Feedback. Register Today and Get Access to 5 FREE Courses. What Do you Get: 1. View All Courses Online. 2. Download Powerpoint Presentation for Each Course. 3. Do the Knowledge Checks for Each Course. Copyright - ManagementStudyGuide.com