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HUMAN
HUMANRESOURCE
RESOURCE
MANAGEMENT
MANAGEMENT
GROUP ‘B’
GROUP MEMBERS ROLL NO.

CHANDNI MANIAR 65
ANIL PATHAK 79
SABITA PRADHAN 80
KASIM RAWTHER 89
EKTA SINGH 100
MANORAMA SINGH 101

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 WHAT IS 360 DEGREE
FEEDBACK
• 360-degree feedback is an assessment tool
• Feedback is gathered from subordinates,
customers, peers, and supervisors.

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• Its main objective usually is to assess training
and development needs.
• "360" refers to the 360 degrees in a circle,
with an individual figuratively in the center of
the circle.

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 WHAT IS PERFORMANCE
APPRAISAL
• Performance appraisal is the process of
obtaining analyzing and recording
information about the relative worth of
an employee.

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 ITS OBJECTIVES:

• To judge the gap between the actual and

the desired performance
• To diagnose the strengths and weaknesses
of the individuals
• To provide feedback to the employee
regarding their past performance.

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 METHODS OF PERFORMANCE
APPRAISAL

• Management by objectives (MBO)

• 360 DEGREE APPRAISAL
• Behavioral observation scale
• Behaviorally anchored rating scale
(BARS)

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• 360-degree feedback is often known
by other names such as:

• Multi-source feedback
• Multi-rater assessment
• Full-circle appraisal
• Upward feedback
• Peer evaluation
• 3-dimensional Tool

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 WHY DO A 360-DEGREE
FEEDBACK SURVEY?
• Measures performance
• Measures behaviours and competencies
• Provide feedback on how others perceive
an employee
• Develop skills

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STRATEGY PLANNING FOR
360 DEGREE FEEDBACK

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 1 ●
● Implementation Planning and design

2 ●
Communication

3 ● Questionnaire distri
4 ●
● bution consultation
Feedback

●
● Follow- up discussion with
5 respondents

6 ●
Development planning
●
Implementation
7
and follow- up
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 LAUNCHING 360-DEGREE
FEEDBACK
• Set Goals
• Prepare Participants
• Develop your 360 instrument
• Ensure Confidentiality

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• Choose a 360-Degree Feedback Vendor
• 360 Feedback Consultants 360-Degree
Feedback Processing
• Develop a follow-up program

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 How is 360 Degree Feedback Used?

1. 360 Feedback as a Development

Tool to help employees recognize
strengths and weaknesses and
become more effective

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2. 360 Feedback as a Performance
Appraisal Tool to measure employee
performance

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 TOOLS OF 360-DEGREE
FEEDBACK
• EVALUATIONS
• The 360-degree feedback process
relies on information usually gathered
through a survey.
• Responses are rated numerically.
• Evaluations are usually completed online
or over the phone.

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 PURPOSE
• 360-degree feedback allows employees to
assess strengths and weakness.

• Managers and executives can use

information from feedback to create
organizational and individual development
plans.

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• REPORTS
• Data compiled from the evaluations is
compiled into individual and group reports
detailing the gaps.

• The report may also

include performance
evaluations and
recommendations

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• COACHING
• Individuals should receive coaching from
a supervisor or external consultant
trained in the 360 process.

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• FOLLOW-UP
• The information gathered in the reports
can be used as a source of information
for the development of individual,
group, and organizational goals

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 Ten mistakes that cause a 360-
degree feedback program to fail

• Ineffective Assessment Items

• Lack of Alignment with the Organization's
Vision, Mission, and Strategy
• Lack of Senior-Level Support
• Lack of Communication

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• Fear / Lack of Trust
• Poor Planning
• Inappropriate Delivery of Feedback
• No Development Plan
• No Accountability
• No Follow-Up

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WHO BENEFITS FROM USING
360-FEEDBACK?
• ORGANIZATIONS

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 INDIVIDUALS

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 TEAMS

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 FOLLOWING COMPANIES
USING 360 DEGREE FEEDBACK
• Johnson & Johnson:
 Transformation of decentralized
companies into team-based organizations.

• AT&T:
 To develop leadership and interpersonal
skills.

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PROS OF 360 DEGREE FEEDBACK

• The system is comprehensive.

• Quality of information is better.
• Less Biasness.
• Increases employee self- development.
• Helps in identification of strength and
weakness of employees.
• Detects barriers to success.

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 CONS OF 360 DEGREE
FEEDBACK
• The system is complex.
• There may be conflicting opinions.
• Employees may “game” the system by
giving invalid evaluations to one another.
• Consumes enormous time and very costly.
• Difficult for cross- culture organizations.
• Maintaining confidentiality is difficult.

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