1. People and OrganizationTopic 14: Human Resource Policies and PracticePrepared by : Haziqah binti Mohamad Kamarulzaman HNDBM 11/02/Group 1
2. What problems, if any,can you see developing as a result of using 360- degree evaluations?
3. What is 360-degree evaluations? • 360-Degree evaluations is a systemor process in which employees receive confidential, nameless feedback from the people who work around them.
4. FUNCTIONS OF 360-DEGREE EVALUATIONS• Managers and leaders within organizations use 360feedback surveys to get a better understanding of theirstrengths and weaknesses.• The 360 feedback system automatically tabulates theresults and presents them in a format that helps thefeedback recipient create a development plan.• 360 Feedback can also be a useful development tool forpeople who are not in a management role.
5. PROBLEMS OF USING 360-DEGREE EVALUATIONS Insufficient Information: Since 360degree feedback processes arecurrently usually nameless, peoplereceiving feedback have no option ifthey want to further understand thefeedback.
6. Problems of using 360-degree Evaluations Rater Inexperience and Ineffectiveness: peoplereceiving feedback and people providingfeedback, there are numerous ways raters gowrong.Design Process Downfalls: the achievement of360 degree feedback should follow effectivechange management guidelines.
7. Problems of using 360-degree EvaluationsExceptional Expectations for the Process: 360degree feedback is not the same as aperformance management system. It is merely apart of the feedback and development that aperformance management system offers withinan organization.
8. Problems of using 360-degree Evaluations Paperwork/Computer Data Entry Overload:Traditional evaluations required two people and oneform. Multi-rater feedback ups the sheer number ofpeople participating in the process and the consequentorganization time invested. Failure to Connect the Process: For a 360 feedbackprocess to work, it must be connected with the overallstrategic aims of your organization