HUMAN RESOURSE MANAGEMENT

360 DEGREE FEEDBACK

DEFINITION OF PERFORMANCE APPRAISAL

Performance appraisal is the assessment of an employees work and determination of his effectiveness on the job. It is a systematic evaluation of the individual with respect to his performance on the job and his potential for development.

ROLE OF PERFORMANCE APPRAISAL IN ORGANISATION

IMPORTANCE OF FEEDBACK

IMPORTANCE OF PERFORMANCE APPRAISAL

IT HELPS THE EMPLOYEE TO KNOW HOW HE PERFORMS HIS JOB

IT HELPS IN EMPLOYEES DEVELOPMENT

IT HELPS IN JUSTIFYING THE EMPLOYMENT DECISIONS SUCH AS PROMOTIONS, COMPENSATION, LAYOFFS AND TERMINATION PLAYS A ROLE IN THE LEGAL DEFENCE OF THE EMPLOYMENT DECISIONS

SHORTCOMINGS OF PERFORMANCE APPRAISAL

SUPERIORS BIAS

EMPLOYEE PERFORMS WELL ONLY WHEN THE BOSS IS AROUND

360 DEGREE FEEDBACK

WHAT IS 360 DEGREE FEEDBACK

A process which enables an employee to receive feedback from a number of people around him, who actually deal with the employee each day.

INTERNAL CUSTOMERS

SUPERVISORS,SUBORDINATET OP MANAGEMENT, CO-WORKERS AND REPRESENTATIVES FROM OTHER DEPARTMENT

EXTERNAL CUSTOMERS

CLIENTS, SUPPLIERS, CONSULTANTS AND COMMUNITY OFFICIALS

WHY IS 360 DEGREE FEEDBACK BETTER

FOR THE EMPLOYEES

ACCURATE AND FAIR PERFORMANCE MEASUREMENT. GIVES BROADER & ACCURATE PERSPECTIVE OF EMPLOYEES.

WHY IS 360 DEGREE FEEDBACK BETTER

FOR THE TEAMS INCREASES A TEAMS ABILITY TO CONTRIBUTE TO ORGANISATIONS GOALS FOR THE ORGANISATION IT IS IMPARTIAL AND A FORWARD LOOKING PROCESS

IMPROVEMENT IN THE SKILLS & COMPETENCIES OF THE EMPLOYEES

SHORTCOMINGS OF 360 DEGREE FEEDBACK

TIME CONSUMING AND ADMISTRATIVELY COMPLEX

EXTENSIVE GIVING AND RECEIVING FEEDBACKS CAN BE INTIMIDATING FOR SOME EMPLOYEESaffects relationship between employees MAY LEAD TO FRUSTRATION IN THE EMPLOYEES BECAUSE OF CONSTANT PRESSURE FROM ALL SIDES

COMPREHENSIVE 9 STEPS THAT REPRESENT 360 DEGREE FEEDBACK

1. DETERMINE ORGN.READINESS FOR 360 DEGREE FEEDBACK
SUPPORT DEVELOPMENT PROCESS. WILLINGNESS TO RECEIVE AND GIVE FEEDBACK 360 DEGREE AWARENESS.

2. DEVELOPMENT OF AN APPROPRATE SURVEY

CONDUCT PERFORMANCE ANALYSIS TO DEVELOP A LIST OF SKILLS AND COMPETENCIES
CLARIFY THE GOAL OF 360 DEGREE PROCESS

9 STEPS CONTD..
SELECT APPROPRIATE INDIVIDUALS TO BE EVALUATED

3.GENERATE ENTHUSIASM AMONG KEY DECISION-MAKERS AND PARTICIPANTS

ANTICIPATE OBJECTIONS

LINK BETWEEN 360 DEGREE FEEDBACK AND OBJECTIVES

CLARIFY COSTS AND BENEFITS TO INDIVIDUALS & ORG. CLEAR AND FREQUENT COMMUNICATION

9 STEPS CONTD.. 4. ENSURE THAT THE PEOPLE POSSES THE SKILLS TO SUPPORT THE PROCESS
DEVELOP COACHING SKILS FOR MANAGERS
PROVIDE THE REVIEWEE WITH THE SKILLS TO ACCEPCT THE FEEDBACK

5. PROVIDE ORIENTATION AND BRIEFING

REVIEW THE PROCESS

DISCUSS CONFIDENTIALITY

9 STEPS CONTD. 6. ADMINISTER THE SURVEY

DISTRIBUTE & COLLECT SURVEYS GENERATE & DISTRIBUTE INDIVIDUAL REPORTS

7. COACH PARTIPANTS IN ONE- TO- ONE MEETINGS

8. PROVIDE ORGANISATIONAL SUMMARY DATA 9. RE-CONDUCT THE SURVEY(4-6 MONTHS)

COMPANIES THAT USE 360 DEGREES FEEDBACK

360 DEGREE FEEDBACK HAS GAINED WIDE POPULARITY IN THE CORPORATE WORLD TO THE POINT OF BEING NEARLY UNIVERSAL AMONG THE FORTUNE 500 COMPANIES.

JOHNSON & JOHNSON ADVANCED BEHAVIORAL TECHNOLOGY GENERAL ELECTRIC INDIA RELIANCE INDUSTRIES GODREJ SOPS CROMPTON GREAVES

COMPANIES THAT USE 360 DEGREES FEEDBACK

KODAK WIPRO TATA STEEL TELCO THERMAX INFOSYS THOMAS COOK