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360 Degree Feedback : Recent Trends and Issues

360 Degree Feedback : Recent Trends and Issues . How to avoid this…. INTRODUCTION. I t is the most emerging aspect in the field of Performance Appraisal. It provides a broader perspective about an employees performance.

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360 Degree Feedback : Recent Trends and Issues

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  1. 360 Degree Feedback : Recent Trends and Issues

  2. How to avoid this…

  3. INTRODUCTION • It is the most emerging aspect in the field of Performance Appraisal. • It provides a broader perspective about an employees performance. • It is a systematic collection and feedback of performance data on an individual or group derived from number of stakeholders. • It enables an employee to compare his perception about self with perception of others. • 360 degree feedback calls attention to important performance dimensions which may have been neglected by company.

  4. STAKEHOLDERS BOSS PEERS TEAM MEMBERS FEEDBACK FROM: SELF CUSTOMERS STAFF

  5. OBJECTIVES • Helps in identifying the strong and weak areas. • Facilitates identification of training and development needs. • Serves as a basis for rewards and promotions. • Team building. • Role Clarity & increased accountability.

  6. STEPS IN IMPLEMENTATION • Define objectives:the feedback should be clearly known in advance,what it is expected to achieve. • Decide on recipients:recipients of feedback must answer some pre-determined and widely known criteria. • Decide on who will give the feedback • Decide on the dimension on which feedback will be gathered:(performance,behaviours or competencies)

  7. Decide on the method of gathering feedback. • Decide on data analysis and presentation • Plan initial implementation • Analyse outcomes • Monitor and Evaluate

  8. ADVANTAGES • Improved self-awareness of your impact on others, your communication style and leadership behavior. • Increased emotional intelligence and improved communication strategies yield stronger business relationships and boost your team's morale. • A leader acting upon 360 degree feedback, bolsters team trust and confidence. • It helps to check improve supervisory biasness. • It is a tool to improve customer satisfaction. • Improves communication.

  9. COMPANIES USING 360 DEGREE APPRAISAL Bell Atlantic (1980) Wipro IBM (1980) Johnson & Johnson Ltd(1980s) ) Xerox (1980)

  10. IMPORTANT FACTORS IN 360 DEGREE APPRAISAL • According to Mr. Pratik Kumar. • The mission and the objective of the feedback must be clear. • Employees must be involved early. • Resources must be dedicated to the process, including top management's time. • Confidentiality must be assured. • The organization, especially top management, must be committed to the program. Pratik Kumar Corporate VP HR, Wipro Technologies Limited- One of the pioneers of 360 degree PA in India.

  11. CHALLENGES • Support from management. • Commitment • Determination as a tool for development. • Transparency. • Development plan. • Accountability • Appropriate delivery of feedback • 360 Degree appraisal is not a validated technique for performance appraisal. • It is often time consuming and difficult to analyze the information gathered. • The 360 degree appraisal mechanics can have a adversely effect on the motivation and the performance of the employees.

  12. ISSUES • INSTRUMENT ISSUE: Process should be directly linked to effectiveness on the job. It should focus on observable behaviors It should be worded in positive terms • ADMINISTRATION ISSUES: Select raters carefully Use an adequate number of raters Alert and train raters regarding rater errors • FEEDBACK ISSUES: Separate the results from various sources Compare the self rating with others Use a trained facilitation to provide feed back Provide feedback on recommendations • FOLLOW UP ISSUES: Provided opportunity for skill training Overtime evaluate the degree to which ratee has changed the behavior

  13. CONCLUSION • 360 degree performance appraisal is ~ • Powerful developmental tool . • Conducted at regular intervals (say yearly). • 360 degree appraisal is generally found more suitable for the managers. • This technique is being effectively used across the globe for performance appraisals. • Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.

  14. Do visit • www.pptmart.com

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