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360 DEGREE PERFORMANCE APPRAISAL

BY Group 6 Vaibhav Sharma (003) Jegath Prabhu (025) Jyotsna Gautam (026) Murali Krishna D (032) Shyamlal S (048)

BACKGROUND
360-degree methods have been used since 1950s at Esso Research and Engineering company Difficulty in collecting and collating data prevented it from becoming popular Organizations like Bell Labs, Bank of America, Nestle, Disney and United Airlines have experimented with the system in 1960s and 1970s Gained momentum in the 1990s due to the advancements in technology

INTRODUCTION
360-degree performance appraisal also known as multi-rater performance appraisal Most comprehensive appraisal feedback about the employees performance, from all the sources that come in contact with the employee on his job It helps in better understanding of the competitive advantage and disadvantages of the current manpower resources and develop them

FOUR INTEGRAL COMPONENTS


Self appraisal Subordinates appraisal Peer appraisal Superiors appraisal

Who should conduct 360 degree performance appraisal?

The Appraisers
Superiors: First line supervisor often carries the full cycle of performance management Self: Helps in projecting certain work which are not readily observable by the supervisor
Caution: Most self ratings would be highly inflated

Peers: Helps supervisor into a coaching role rather than purely judging role Subordinates:
Gives supervisor a more comprehensive picture Employee empowerment in terms of organizational decision making

Customers: Serves as an overall feedback in addition to other factors

Advantages of 360 degree Approach


Performance Appraisal
Recognition of performance. Providing feedback on individual performance. Providing a basis for self-evaluation.

Assessing Employee Development:


Diagnosing training and career development needs. Providing a basis for promotion, dismissal, job enrichment, job enlargement, job transfer, probation, etc. Monetary and other rewards.

Organizational Climate Study:


Organizational environment improvement needs Changes in the Managerial approaches, leadership, etc

Customer Satisfaction Study


Employees attitudinal change Customer satisfaction improvements

Advantages of 360 degrees to the stakeholders


Help individuals to understand how others perceive them

Quantifiable data on soft skills

To the employees

Uncovers blind spots

Better team environment


Higher levels of trust Supports team work

Increases communication

To the Team

Increased Team Effectiveness

Improves customer service by involving them

Conduct relevant training


Reinforced Corporate Culture by linking survey items to organizational leadership competencies and company values

Promotes from within

Better career development for employees

To the Organization

Disadvantages of 360 degree Approach


Costly and time consuming process. Without having adequate resource to implement the process, it will end up nowhere and develop financial burden to organization There are high chances of subjectivity from the management and employee part in the feed back assessment Many times the confidentiality of the appraisal cannot ensure from the HR department The trust and confidence on the employees who undergo this feedback assessment process is a determinant factor in its outcome. Many consider this appraisal as tool for downsizing

Value Addition
Accuracy: Anonymity involved in upward feedback makes appraisal process more transparent and honest Understanding from different persons point of view:
Feedback from different perspectives provides insights as to how ones performance is perceived by different groups Helps cases where managers are not able to observe complete effectiveness of the employee

Reinforce the organization's values around performance by communicating the competencies and behaviors and hold people accountable for developing required skills Openness: Managers and their employees to talk openly about their performance and plan ways of developing their capabilities.

CONCLUSION
360 degree feedback is generally carried out for managers as it helps to assess their leadership and managing styles It is powerful development tool if conducted periodically Supervisors will feel the relief of no longer carrying the full burden of assessing the subordinate performance When used with consideration and discipline, feedback recipients will feel that they are being treated fairly

Thank You