360 degree ppt
TRANSCRIPT
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360 Degree Appraisal
Group 4
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What is 360 Degree Appraisal?
360 - Degree Appraisal is a system or process in which employees receive
confidential, anonymous feedback from the people who work around them.
Or process which provides information toan employee from multiple source….....e.g.circle of stakeholders
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What does 3600 Measure
360 degree measures behaviors and competencies .
360 degree addresses skills such as listening, planning, and
goal-setting.
360 degree focuses on subjective areas such as teamwork
character , and leadership effectiveness .
360 degree provides feedback on how others perceive anemployee.
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To the individual: Helps individuals to understand
how others perceive them.
Uncover blind spots.
Quantifiable data on soft skills.
To the team: Increases communication.
Higher levels of trust.
Better team environment.
Supports teamwork.Increased team effectiveness.
To the organization: Reinforced corporate culture by linking survey
items to organizational leadership competencies
and company values.
Better career development for employees
Improves customer service by involving them.
Advantages
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It is the most costly and time consuming type of appraisal.
These programs tend to be somewhat shocking to
managers at first.
The problems may arise with subordinate assessments.
The organization implementing this type of performance appraisal must clearly define the mission
and the scope of the appraisal.
Organizations must consider other issues likesafeguarding the process from unintentional respondentrating errors.
Disadvantages
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What the process involves
Obtaining feedback from the manager's keycontacts. These would normally include:
o The manager him/herself o Subordinates (employees who work for
the manager)
o Peers (fellow managers)
o Managers (senior management)
o Customers
o Suppliers
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How does 360 Degree help ?
-Regular discussion of performance
-Identification of strengths for career
development-Identification of weaknesses for training
-Salary recommendations
- A well designed performance appraisalsystem is associated with increased
profitability
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How is Feedback obtained?
By using a questionnaire which asks
participants to rate the individual according to
observed behaviors - usually managerial or
business-specific competencies.
This process will not suit all companies. One
should assess how well it would fit with the
current culture before launching a scheme anda pilot scheme is worth building into the
programme
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Why 360 degree Appraisal Programs
Fail?
•No perceived benefit
•
Confrontation difficult•Constructive feedback difficult
•Conflict between development and
compensation
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How to Implement 360 Degree?
360 Degree
Feedback
Planning
Piloting
ImplementationFeedback
Review
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Effective appraisal programs . . .
Comply with the law
To ensure that the performance appraisal system doesnot violate principles of fair employment practices:
- Job related performance standards- Provide employees with a written copy of thestandards before the appraisal
- Standards must be based on observable or measurable behaviour
- Train the raters
- Provide feedback
- Implement an appeal system to settledisagreements
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Suggestions for an effective 360
degree appraisal
Anonymous feedback
Manager involvement
Prevent gaming
Statistical techniques
Avoid and reduce biases
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Conducting the Appraisal Interview
• Ask for self assessment
•Invite participation
•Express appreciation
•Minimize criticism
•Change behaviour, not the person
•Focus on solving problems
•Be supportive•Establish goals
•Follow up day-to-day
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Thank You