360 Degree Feedback

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360 Degree Feedback Performance Appraisal

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• 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.

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STAKEHOLDERS
BOSS
PEERS
TEAM MEMBERS
FEEDBACK ON ME FROM
SELF
CUSTOMERS
STAFF
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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
• 81disagreed 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
• 20using 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 Skill
• 7-8 A Strength Skill
• 9-10 An Exceptional Skill

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• Step 3 Data Processing
• - Internal Use of software
• - External Suppliers

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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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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

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• 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

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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 !!