360 Degree Appraisal 821
Content
360 Degree Feedback & Performance Appraisal
What is 360 Degree Feedback ??
360360-degree feedback is defined as The systematic collection and feedback of performance data on an individual or group derived from a number of stakeholders in their performance .
STAKEHOLDERS
BOSS
PEERS FEEDBACK ON ME FROM :
TEAM MEMBERS
SELF STAFF
CUSTOMERS
What s 360 degree measures?
360 degree measures behaviors and
competencies. 360 degree addresses skills such as listening, planning, and goal-setting. goal 360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness. 360 degree provide feedback on how others perceive an employee.
Prerequisites
Top Management Support * Confidence of employees on the appraisal methodology * Objectives need to be measurable with performance requirements clearly stated. * A detailed plan of implementation * Collaboration between superior and subordinates * Some prior experimentation and positive experiences Clear organisational philosophy and policy objectives
Uses for 360 Degree Feedback include:
Performance Appraisal Recognition of performance. Providing feedback on individual performance. Providing a basis for self-evaluation. selfAssessing 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: Organisational environment improvement needs Changes in the Managerial approaches, leadership, etc Customer Satisfaction Study Employees attitudinal change Customer satisfaction improvements
ADVANTAGES OF 360-Degree 360FEEDBACK
Affording a broader perspective than before Increased awareness and relevance Reliable feedback to senior managers Gaining acceptance Encouraging open feedback
Reinforcing Rounded view of Performance Identifying key development areas Raising Self Awareness Continuous Improvement Improved Morale Acceptance Of Results
DISADVANTAGES
No Openness Excessive Stress Lack Of Action Overdependence Too Much Of Bureaucracy Incapability and Lack Of Skill Of Managers
What is 360 Degree Feedback ??
360360-degree feedback is defined as The systematic collection and feedback of performance data on an individual or group derived from a number of stakeholders in their performance .
STAKEHOLDERS
BOSS
PEERS FEEDBACK ON ME FROM :
TEAM MEMBERS
SELF STAFF
CUSTOMERS
What s 360 degree measures?
360 degree measures behaviors and
competencies. 360 degree addresses skills such as listening, planning, and goal-setting. goal 360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness. 360 degree provide feedback on how others perceive an employee.
Prerequisites
Top Management Support * Confidence of employees on the appraisal methodology * Objectives need to be measurable with performance requirements clearly stated. * A detailed plan of implementation * Collaboration between superior and subordinates * Some prior experimentation and positive experiences Clear organisational philosophy and policy objectives
Uses for 360 Degree Feedback include:
Performance Appraisal Recognition of performance. Providing feedback on individual performance. Providing a basis for self-evaluation. selfAssessing 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: Organisational environment improvement needs Changes in the Managerial approaches, leadership, etc Customer Satisfaction Study Employees attitudinal change Customer satisfaction improvements
ADVANTAGES OF 360-Degree 360FEEDBACK
Affording a broader perspective than before Increased awareness and relevance Reliable feedback to senior managers Gaining acceptance Encouraging open feedback
Reinforcing Rounded view of Performance Identifying key development areas Raising Self Awareness Continuous Improvement Improved Morale Acceptance Of Results
DISADVANTAGES
No Openness Excessive Stress Lack Of Action Overdependence Too Much Of Bureaucracy Incapability and Lack Of Skill Of Managers
