360.ppt
-
Upload
satyabhatta -
Category
Documents
-
view
238 -
download
0
Transcript of 360.ppt
-
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.
-
FEEDBACK ON ME FROM :SELFSTAFFCUSTOMERSTEAM MEMBERSBOSSPEERSSTAKEHOLDERS
-
Uses Of 360 PA SystemSupervisor:
Accurate assessment - Favoritism
Anonymous, Unbiased & Accurate info
Provides greater objectivity.
-
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
-
Organized training & development:
-things are told before handdistribution and processing takes place in advance.
-helps understand the needs better and in more detail.
-
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.
-
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.
-
Used for appraisal:
- focus more on current performance- individual.managers and the latter- past performances
Remuneration
-
Research by Ashridge Mgmt Rec71%-to support learning and development
23%-to support a number of HR processes such as appraisal, researching.
6%-used it to support pay decisions
-
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
-
Survey carried by IPD in early 199892% to help developmental needs
80% to help overall performance -coaching
20%using it to determine a performance grade or pay standard
-
360 * Methodology
-
Step 1: The Questionnaire
- Leadership- Team Player- Communication - Organisational Skills- Decision- Making - Adaptability- Expertise- Vision
-
Step 2: Ratings
1-2 : Least Skilled3-4: Not a Strength5-6: Appropriate Skill7-8: A Strength Skill9-10: An Exceptional Skill
-
Step 3: Data Processing
- Internal : Use of software- External Suppliers
Chart1
5
4
6
5
4
360 Degree Feedback
Skill
Rating
Sheet1
Gives Useful Feedback5
Good Wkg Relationships4
Open to New Ideas6
Values Other's Opinions5
Recognises Achievements4
Sheet1
360 Degree Feedback
Skill
Rating
Sheet2
Sheet3
-
Step 4 : Feedback
- Individual
- Manager
- Anonymous ? ?
- Culture plays a role
-
Step 5: Action
Action will depend on the purpose
Development - IndividualsAppraisal - ManagersPay - H.R
-
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
-
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
-
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
-
Reinforcing
Rounded view of Performance
Identifying key development areas
Raising Self Awareness
Continuous Improvement
Improved Morale
Acceptance Of Results
-
DISADVANTAGESNo Openness
Excessive Stress
Lack Of Action
Overdependence
Too Much Of Bureaucracy
Incapability and Lack Of Skill Of Managers
-
CRITERIA FOR SUCCESSSupport From Management
Commitment
Determination as a tool for Development
-
Questionnaire reflects all aspects
Fair Follow up process
Transparency
-
ResearchPHILIPS CONSUMER DIVISION
NIIT
SAMSUNG
INFOSYS
-
PEOPLE PERFORMANCE MGMTHOW DOES IT WORK ??
Step 1. Gathering feedback Step 2. Self assessment Step 3. Preparation by the managerStep 4. Performance ratingsStep 5. Discussion and development of a performance plan
-
THANK YOU !!
****************************