360 Degree Appraisal 1
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Transcript of 360 Degree Appraisal 1
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360 Degree Feedback& Performance
Appraisal
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What is 360 DegreeFeedback ??
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.
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FEEDBACK
ON ME FROM :
SELF
STAFF
CUSTOMERS
TEAMMEMBERS
BOSS
PEERS
STAKEHOLDERS
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Uses Of 360 PA System
Supervisor:
Accurate assessment - Favoritism
Anonymous, Unbiased & Accurate info
Provides greater objectivity.
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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
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Organized training & development:
-things are told before handdistribution
and processing takes place in advance.
-helps understand the needs better and in
more detail.
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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.
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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.
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Used for appraisal:
- focus more on current performance
- individual.managers and the latter - past performances
Remuneration
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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
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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
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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
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360 * Methodology
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Step 1: The Questionnaire
- Leadership - Team Player
- Communication - Organisational Skills
- Decision- Making - Adaptability
- Expertise - Vision
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Step 2: Ratings
1-2 : Least Skilled
3-4: Not a Strength
5-6: Appropriate Skill7-8: A Strength Skill
9-10: An Exceptional Skill
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Step 3: Data Processing
- Internal : Use of software
- External Suppliers
360 Degree Feedback
0 2 4 6 8
Gives Useful Feedback
Open to New Ideas
Recognises Achievements
Skill
Rating
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Step 4 : Feedback
- Individual
- Manager
- Anonymous ? ?
- Culture plays a role
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Step 5: Action
Action will depend on the purpose
Development - Individuals
Appraisal - Managers
Pay - H.R
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Decide data analysis and presentation
Plan an initial implementationprogramme
Analyse the outcome of the pilot scheme
Plan and implement full programme
Monitor and evaluate
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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
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Reinforcing
Rounded view of Performance
Identifying key development areas
Raising Self Awareness
Continuous Improvement
Improved Morale
Acceptance Of Results
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DISADVANTAGES
No Openness
Excessive Stress
Lack Of Action
Overdependence
Too Much Of Bureaucracy
Incapability and Lack Of Skill Of Managers
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CRITERIA FOR SUCCESS
Support From Management
Commitment
Determination as a tool for Development
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Questionnaire reflects all aspects
Fair Follow up process
Transparency
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Research
PHILIPS CONSUMER DIVISION
NIIT
SAMSUNG
INFOSYS
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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
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THANK YOU !!