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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.

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360 Degree Feedback & Performance Appraisal

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  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 !!

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