1 / 28

360 Degree Feedback & Performance Appraisal

360 Degree Feedback & Performance Appraisal. What is 360 Degree Feedback ?? 360-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.

eadoin
Télécharger la présentation

360 Degree Feedback & Performance Appraisal

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 360 Degree Feedback & Performance Appraisal

  2. What is 360 Degree Feedback ?? 360-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”.

  3. STAKEHOLDERS BOSS PEERS TEAM MEMBERS FEEDBACK ON ME FROM : SELF CUSTOMERS STAFF

  4. Uses Of 360 PA System • Supervisor: • Accurate assessment - Favoritism • Anonymous, Unbiased & Accurate info • Provides greater objectivity.

  5. How the performance is enhancing work situation?? • Helps in revealing • Creates greater harmony - better productivity - identifies strengths & weaknesses • Leads to continuous learning, team building, self-confidence

  6. Organized training & development: • -things are told before hand…distribution and processing takes place in advance. • -helps understand the needs better and in more detail.

  7. Team building: • -assess each other on skills such as: communicating, deliver on promises, planning, listening, maintain relationship. • -the approach promotes individual development within teams. • Feedback can be gathered before any team event happens.

  8. Performance management: • -reduces anxieties - making it a less special event. Validation of training & other initiatives: • -to identify the performance improvement needs • -many organisations have not yet used this to judge the success of an individual, team or organisation.

  9. Used for appraisal: • - focus more on current performance • - individual….managers and the latter • - past performances Remuneration

  10. Research by Ashridge Mgmt Rec • 71%-to support learning and development • 23%-to support a number of HR processes such as appraisal, researching…. • 6%-used it to support pay decisions

  11. In 1997 …survey of 22 orgns 77% …disagreed that it is a personal development tool and should not be used for wider HR and organisational purposes 81%…disagreed that it provides a basis for reward

  12. Survey carried by IPD in early 1998 92% …to help developmental needs 80% …to help overall performance -coaching 20%…using it to determine a performance grade or pay standard

  13. 360 * Methodology

  14. Step 1: The Questionnaire - Leadership - Team Player - Communication - Organisational Skills - Decision- Making - Adaptability - Expertise - Vision

  15. Step 2: Ratings 1-2 : Least Skilled 3-4: Not a Strength 5-6: Appropriate Skill 7-8: A Strength Skill 9-10: An Exceptional Skill

  16. Step 3: Data Processing - Internal : Use of software - External Suppliers

  17. Step 4 : Feedback - Individual - Manager - Anonymous ? ? - Culture plays a role

  18. Step 5: Action Action will depend on the purpose • Development - Individuals • Appraisal - Managers • Pay - H.R

  19. Development And Implementation • Define objectives • Decide on recipients • Decide who will give the feedback • Decide the areas of work and behavior on which feedback will be given • Decide the method of collecting the data

  20. Decide data analysis and presentation • Plan an initial implementation programme • Analyse the outcome of the pilot scheme • Plan and implement full programme • Monitor and evaluate

  21. ADVANTAGES OF 360-Degree FEEDBACK • Affording a broader perspective than before • Increased awareness and relevance • Reliable feedback to senior managers • Gaining acceptance • Encouraging open feedback

  22. Reinforcing • Rounded view of Performance • Identifying key development areas • Raising Self Awareness • Continuous Improvement • Improved Morale • Acceptance Of Results

  23. DISADVANTAGES • No Openness • Excessive Stress • Lack Of Action • Overdependence • Too Much Of Bureaucracy • Incapability and Lack Of Skill Of Managers

  24. CRITERIA FOR SUCCESS • Support From Management • Commitment • Determination as a tool for Development

  25. Questionnaire reflects all aspects • Fair Follow up process • Transparency

  26. Research PHILIPS CONSUMER DIVISION NIIT SAMSUNG INFOSYS

  27. PEOPLE PERFORMANCE MGMT HOW DOES IT WORK ?? • Step 1. Gathering feedback • Step 2. Self assessment • Step 3. Preparation by the manager • Step 4. Performance ratings • Step 5. Discussion and development of a performance plan

  28. THANK YOU !!

More Related