People and OrganizationTopic 14: Human Resource Policies and PracticePrepared by : Haziqah binti Mohamad Kamarulzaman HNDBM 11/02/Group 1
What problems, if any,can you see developing as a result of using 360- degree evaluations?
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.
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.
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.
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.
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.
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