HUMAN RESOURSE MANAGEMENT

360 DEGREE FEEDBACK

DEFINITION OF PERFORMANCE
APPRAISAL

Performance appraisal is the assessment of an

employee’s work and determination of his
effectiveness on the job.
It is a systematic evaluation of the individual
with respect to his performance on the job
and his potential for development.
ROLE OF PERFORMANCE APPRAISAL
IN ORGANISATION
IMPORTANCE OF FEEDBACK
IMPORTANCE OF PERFORMANCE APPRAISAL

 IT HELPS THE EMPLOYEE TO KNOW HOW HE PERFORMS

HIS JOB

 IT HELPS IN EMPLOYEE’S DEVELOPMENT

 IT HELPS IN JUSTIFYING THE EMPLOYMENT

DECISIONS SUCH AS PROMOTIONS, COMPENSATION,
LAYOFFS AND TERMINATION

 PLAYS A ROLE IN THE LEGAL DEFENCE OF THE

EMPLOYMENT DECISIONS
 SHORTCOMINGS OF
PERFORMANCE APPRAISAL

 SUPERIOR’S BIAS

 EMPLOYEE PERFORMS WELL ONLY WHEN THE BOSS

IS AROUND
360 DEGREE
FEEDBACK
 WHAT IS 360 DEGREE FEEDBACK

“A process which enables an employee to

receive feedback from a number of people
around him, who actually deal with the
employee each day.”
 SUPERVISORS,SUBORDINATE
TOP MANAGEMENT,
INTERNAL
CO-WORKERS AND
CUSTOMERS
REPRESENTATIVES FROM
OTHER DEPARTMENT

CLIENTS,
EXTERNAL
SUPPLIERS,
CUSTOMERS
CONSULTANTS AND
COMMUNITY
OFFICIALS
WHY IS 360 DEGREE FEEDBACK BETTER

FOR THE EMPLOYEES

ACCURATE AND FAIR PERFORMANCE

MEASUREMENT.

GIVES BROADER & ACCURATE PERSPECTIVE OF

EMPLOYEES.
WHY IS 360 DEGREE FEEDBACK BETTER

FOR THE TEAMS

INCREASES A TEAM’S ABILITY TO CONTRIBUTE TO

ORGANISATION’S GOALS

FOR THE ORGANISATION

IT IS IMPARTIAL AND A FORWARD LOOKING

PROCESS

IMPROVEMENT IN THE SKILLS & COMPETENCIES

OF THE EMPLOYEES
SHORTCOMINGS OF 360 DEGREE FEEDBACK

TIME CONSUMING AND ADMISTRATIVELY COMPLEX

 EXTENSIVE GIVING AND RECEIVING FEEDBACKS

CAN BE INTIMIDATING FOR SOME EMPLOYEES

MAY LEAD TO FRUSTRATION IN THE EMPLOYEES

BECAUSE OF CONSTANT PRESSURE FROM ALL SIDES
COMPREHENSIVE 9 STEPS THAT REPRESENT
360 DEGREE FEEDBACK

1. DETERMINE ORGN.READINESS FOR 360 DEGREE

FEEDBACK
•SUPPORT DEVELOPMENT PROCESS.
•WILLINGNESS TO RECEIVE AND GIVE FEEDBACK
•360 DEGREE AWARENESS.

2. DEVELOPMENT OF AN APPROPRATE SURVEY

•CONDUCT PERFORMANCE ANALYSIS TO DEVELOP A
LIST OF SKILLS AND COMPETENCIES
•CLARIFY THE GOAL OF 360 DEGREE PROCESS
9 STEPS CONTD…..

•SELECT APPROPRIATE INDIVIDUALS TO BE

EVALUATED

3.GENERATE ENTHUSIASM AMONG KEY

DECISION-MAKERS AND PARTICIPANTS
•ANTICIPATE OBJECTIONS
•LINK BETWEEN 360 DEGREE FEEDBACK AND
OBJECTIVES
•CLARIFY COSTS AND BENEFITS TO INDIVIDUALS &
ORG.
•CLEAR AND FREQUENT COMMUNICATION
9 STEPS CONTD…..

4. ENSURE THAT THE PEOPLE POSSES THE SKILLS

TO SUPPORT THE PROCESS
• DEVELOP COACHING SKILS FOR MANAGERS
• PROVIDE THE REVIEWEE WITH THE SKILLS TO
ACCEPCT THE FEEDBACK

5. PROVIDE ORIENTATION AND BRIEFING

• REVIEW THE PROCESS
• DISCUSS CONFIDENTIALITY
9 STEPS CONTD…….

6. ADMINISTER THE SURVEY

• DISTRIBUTE & COLLECT SURVEYS
• GENERATE & DISTRIBUTE INDIVIDUAL REPORTS

7. COACH PARTIPANTS IN ONE- TO- ONE MEETINGS

8. PROVIDE ORGANISATIONAL SUMMARY DATA
9. RE-CONDUCT THE SURVEY(4-6 MONTHS)
 COMPANIES THAT USE 360 DEGREES
FEEDBACK

360 DEGREE FEEDBACK HAS GAINED WIDE POPULARITY

IN THE CORPORATE WORLD TO THE POINT OF BEING
NEARLY UNIVERSAL AMONG THE FORTUNE 500
COMPANIES.

 JOHNSON & JOHNSON ADVANCED

BEHAVIORAL TECHNOLOGY
 GENERAL ELECTRIC INDIA
 RELIANCE INDUSTRIES
 GODREJ SOPS
 CROMPTON GREAVES
COMPANIES THAT USE 360 DEGREES
FEEDBACK
 KODAK
 WIPRO
 TATA STEEL
 TELCO
 THERMAX
 INFOSYS
 THOMAS COOK
THANKYOU