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8/8/2019 360 Degree Appraisal 1 128
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360 Degree Feedback 360 Degree Feedback & Performance& Performance
Appraisal Appraisal
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Wh at is 360 DegreeWh at is 360 DegreeFeedback ?? Feedback ??
360360--degree feedback is defined as Thedegree feedback is defined as Thesystematic collection and feedback of systematic collection and feedback of
performance data on an individual or groupperformance data on an individual or groupderived from a number of stakeholders inderived from a number of stakeholders intheir performance .their performance .
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FEEDBACKON ME FROM :
SELF
STAFF
CUSTOMERS
TEAMMEMBERS
BOSS
PEERS
STAKEHOLDERS
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Us e s Of 360 PA Sy st emUs e s Of 360 PA Sy st em
Supervi sor:Supe rvi sor:
A ccurate assessment A ccurate assessment - - FavoritismFavoritism
A nonymous, Unbiased & A ccurate info A nonymous, Unbiased & A ccurate info
P rovides greater objectivity.P rovides greater objectivity.
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H ow the performance is enhancing workH ow the performance is enhancing work
situation??situation??
H elps in revealingH elps in revealing
Creates greater harmonyCreates greater harmony - - betterbetterproductivityproductivity - - identifies strengths &identifies strengths &
weaknessesweaknesses
Leads to continuous learning, teamLeads to continuous learning, teambuilding, self building, self- -confidenceconfidence
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Organiz ed training & devel opm e nt:Organiz ed training & devel opm e nt:
--things are told before hand distributionthings are told before hand distributionand processing takes place in advance.and processing takes place in advance.
--helps understand the needs better and inhelps understand the needs better and inmore detail.more detail.
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T e am bu ilding:T e am bu ilding:
--assess each other on skills such as:assess each other on skills such as:communicating, deliver on promises,communicating, deliver on promises,planning, listening, maintain relationship.planning, listening, maintain relationship.
--the approach promotes individualthe approach promotes individualdevelopment within teams.development within teams.
Feedback can be gathered before anyFeedback can be gathered before anyteam event happens.team event happens.
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P e rformanc e manag e m e nt:P e rformanc e manag e m e nt:
--reduces anxietiesreduces anxieties - - making it a less specialmaking it a less specialevent.event.
Validation of training & oth e r initiati ve s: Validation of training & oth e r initiati ve s:--to identify the performance improvement to identify the performance improvement needsneeds
--many organisations have not yet used thismany organisations have not yet used thisto judge the success of an individual, teamto judge the success of an individual, teamor organisation.or organisation.
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Us e d for appraisal:Us e d for appraisal:
-- focus more on current performancefocus more on current performance
-- individual .managers and the latterindividual .managers and the latter-- past performancespast performances
Re m u n e rationRe m u n e ration
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Research by A shridge Mgmt RecResearch by A shridge Mgmt Rec
71%71% --to support learning and development to support learning and development
23
%23
%--to support a number of
HR processesto support a number of
HR processessuch as appraisal, researching .such as appraisal, researching .
6%
6%
--used it to support pay decisionsused it to support pay decisions
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In 1997 survey of 22 orgnsIn 1997 survey of 22 orgns
77% disagreed that it is a personal development 77% disagreed that it is a personal development tool and should not be used for wider H R andtool and should not be used for wider H R and
organisational purposesorganisational purposes
81% disagreed that it provides a basis for reward81% disagreed that it provides a basis for reward
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Survey carried by IPD in early 199 8Survey carried by IPD in early 199 8
92% to help developmental needs92% to help developmental needs
80% to help overall performance80% to help overall performance - -coachingcoaching
2 0% using it to determine a performance grade2 0% using it to determine a performance grade
or pay standardor pay standard
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360 * Met h odology360 * Met h odology
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S t e p 1 : T h e Que stionnair eS t e p 1 : T h e Que stionnair e
-- LeadershipLeadership - - Team P layerTeam P layer-- CommunicationCommunication - - Organisational SkillsOrganisational Skills-- D ecisionD ecision-- MakingMaking -- A daptability A daptability-- ExpertiseExpertise -- Vision Vision
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S t e p 2 : RatingsS t e p 2 : Ratings
11 --2 : Least Skilled2 : Least Skilled33--4: Not a Strength4: Not a Strength
55--6: A ppropriate Skill6: A ppropriate Skill77 --8: A Strength Skill8: A Strength Skill99 --1 0: A n Exceptional Skill1 0: A n Exceptional Skill
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S t e p 3 : D ata P roc e ssingS t e p 3 : D ata P roc e ssing
-- Internal : Use of softwareInternal : Use of software-- External SuppliersExternal Suppliers
360 Degree Feedback
0 2 4 6 8
Gives Useful Feedback
Open to New Ideas
Recognises Achievements
S k i l l
Rating
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S t e p 4 : Fee d b ackS t e p 4 : Fee d b ack
-- IndividualIndividual
-- ManagerManager
-- A nonymous ? ? A nonymous ? ?
-- Culture plays a roleCulture plays a role
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S t e p 5 : ActionS t e p 5 : Action
A ction will depend on the purpose A ction will depend on the purpose
D evelopment D evelopment - - IndividualsIndividualsA ppraisal A ppraisal -- ManagersManagersP ayP ay -- H .RH .R
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Development And Implementation Development And Implementation D efine objectivesD efine objectives
D ecide on recipientsD ecide on recipients
D ecide who will give the feedbackD ecide who will give the feedback
D ecide the areas of work and behaviorD ecide the areas of work and behavioron which feedback will be givenon which feedback will be given
D ecide the method of collecting the dataD ecide the method of collecting the data
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D ecide data analysis and presentationD ecide data analysis and presentation
P lan an initial implementationP lan an initial implementationprogrammeprogramme
A nalyse the outcome of the pilot scheme A nalyse the outcome of the pilot scheme
P lan and implement full programmeP lan and implement full programme
Monitor and evaluateMonitor and evaluate
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ADVANTAGES OF 360 ADVANTAGES OF 360- -DegreeDegree
FEEDBACK FEEDBACK A ffording a broader perspective than before A ffording a broader perspective than before
Increased awareness and relevanceIncreased awareness and relevance
Reliable feedback to senior managersReliable feedback to senior managers
Gaining acceptanceGaining acceptance
Encouraging open feedbackEncouraging open feedback
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ReinforcingReinforcing
Rounded view of P erformanceRounded view of P erformance
Identifying key development areasIdentifying key development areas
Raising Self A warenessRaising Self A wareness
Continuous Improvement Continuous Improvement
Improved MoraleImproved Morale
A cceptance Of Results A cceptance Of Results
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DISADVANTAGESDISADVANTAGESNo OpennessNo Openness
Excessive StressExcessive Stress
Lack Of A ctionLack Of A ction
OverdependenceOverdependence
Too Much Of BureaucracyToo Much Of Bureaucracy
Incapability and Lack Of Skill Of ManagersIncapability and Lack Of Skill Of Managers
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CRITERIA FOR SUCCESSCRITERIA FOR SUCCESS
Support From Management Support From Management
Commitment Commitment
D etermination as a tool for D evelopment D etermination as a tool for D evelopment
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Questionnaire reflects all aspectsQuestionnaire reflects all aspects
Fair Follow up processFair Follow up process
TransparencyTransparency
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Researc hResearc h
PHILIPS CONSUMER DIVISIONPHILIPS CONSUMER DIVISION
NIITNIIT
SAMSUNGSAMSUNG
INFOSYSINFOSYS
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THANK YOU !!THANK YOU !!
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