360 DEGREE FEEDBACK

Made By: Noopur handari

Background
1940 : Military Context
1950s and 1960s

United States within the Military service academies.

1950s and 1960s Corporate world

The Concept

For example, subordinate assessments of a supervisors performance can provide valuable developmental guidance, peer feedback can be the heart of excellence in teamwork, and customer service feedback focuses on the quality of the teams or agencys results.

PROCESS

The Appraisers

Its Contribution

Superiors

Best position to effectively carry out performance management.

Broadest perspective on the work .

Cautions to be addressed
Observe and measure

Trained
Coaching and developing employees as well as planning and evaluating their performance.

Its Contribution

Self

The developmental focus of self-assessment is a key factor. Self-appraisals are particularly valuable in situations where the supervisor cannot readily observe the work behaviors and task outcomes.

Cautions to be addressed
Low correlations between self-ratings and all other sources of ratings,.
This discrepancy can lead to defensiveness and alienation if supervisors do not use good feedback skills.

Its Contribution

Peers

Use of multiple appraisers Central input to the formal appraisal

Move the supervisor into a coaching role rather than a purely judging role.

Cautions to be addressed
Appropriate only for developmental purposes Confidentiality Familiar with the team members tasks and responsibilities. The culture of the organization skills.

Its Contribution

Subordinates

Comprehensive picture of employee issues and needs. Employees feel they have a greater voice in organizational decision-making. Supervisors interpersonal skills.

Cautions to be addressed Anonymity

Supervisors may feel threatened

Only subordinates with a sufficient length of assignment under the manager should be included in the pool of assessors.

Its Contribution

Customers

Serve as an anchor for almost all other performance factors.

Expands the focus of performance feedback in a manner considered absolutely critical to reinventing the organization.

Cautions to be addressed Customers, by definition, are better at evaluating outputs as opposed to processes and working relationships. Time-consuming process. Availability and willingness

Important Factors in 360 Degree Feedback

According to Mr. Pratik Kumar. The mission and the objective of the feedback must be clear. Employees must be involved early. Resources must be dedicated to the process, including top management's time. Confidentiality must be assured. The organization, especially top management, must be committed to the program.

Pratik Kumar Corporate VP HR, Wipro Technologies LimitedOne of the pioneers of 360 degree PA in India.

Advantages
To the team
To the individual Helps individuals to understand how others perceive them. Uncover blind spots.

Increases communication Better team environment Increased team effectiveness

To the organization Reinforced corporate culture by linking survey items to organizational leadership competencies and company values Better career development for employees Improves customer service by involving them Conduct relevant training

Expand Feedback Reach Pinpoints the favoritism and biases

Encourages participation Improves survey validity

Increases staff development

Problems
Costly and time consuming. Issues like safeguarding the process from unintentional respondent rating errors.

Get the boss or may alternatively Scratch the back

Must clearly define the mission and the scope of the appraisal. counter productive.

These programs tend to be somewhat shocking to managers at first. Amoco's Bill Clover described this as the
SARAH reaction: Shock, Anger, Rejection, Acceptance, Help

MARUTI ADOPTS 360 DEGREE APPRAISAL SYSTEM

Company has introduced a unique 360-degree feedback system,

starting with its senior leadership.

Ernst & Young started 360 degree feedback at Maruti

Confirmed by the chief general manager (hr), Mr. S.Y.Siddiqui, Maruti Udyod limited. Committee of general managers, called human resource inter divisional committee (HRID), which is consulted on all major hr issues. Marutis managing director, Mr. Jagdish Khattar, asking people to support the online questionnaire process. Maruti currently has over 4,000 employees on its rolls.
THE HINDU BUSINESS LINE ARTICLE S. MURLIDHAR : CHENNAI

COMPANIES USING 360 DEGREE

NOVELL INDIA LTD ADITYA BIRLA GROUP TATA FINANCE LTD WIPRO INFOSYS RELIANCE INDUSTRIES HCL CAREER LAB, USA BIZWIZ, CANADA