Feedback
Feedback
is a planned, systematic intervention in the life of an individual -who is
capable of choosing the goal and the direction of his own development.
Thus the
purpose of counselling is to help the employee become aware of his own
performance, his strengths and weaknesses, opportunities available for
performance development and the threats in the form of technological change
etc.
360-Degree
Feedback
360-degree
appraisal is basically a Multi-rater appraisal and feedback system. In this
system, the employee is assessed periodically (once in a year and sometimes
even half yearly) by a number of assessors including his
Supervisor
immediate
subordinates
Colleagues
internal
customers and
external
customers
Importance
of 360-degree feedback
A
360-degree evaluation is valuable because people don‘t act the same towards
everyone.
Another
important aspect of 360-degree feedback is the inclusion of self-evaluations –
think about Strength, weakness
360-degree
feedback evaluations have the advantage of confidentiality
360-degree
feedbacks are known as multi-rater assessments since the number of evaluations
is increased to include peers, supervisor and subordinates to offer a more
balanced and comprehensive view and improve the quality of performance
measures.
Benefits
both the organization but also to appraise
Objectives
Of 360-Degree Feedback
Insight
into the strong and weak areas of the candidate in terms of the effective
performance of roles, activities, styles, traits, qualities, competencies
knowledge, attitudes and skills, impact on others and the like.
Identification
of developmental needs and preparing developmental plans more objectively in
relation to current or future roles and performance improvements for an
individual or a group of individuals.
Data generation
to serve as a more objective basis for rewards and other personnel decisions.
Alignment
of individual and group goals with organizational vision, values and goals.
Reinforcement
of other change management efforts and organization effectiveness directed
interventions.
Appraisers
The
appraiser may be any person who has thorough knowledge about the job contents
to be appraised. The appraiser should be capable of determining what is more
important and what is relatively less important. He should prepare reports and
make judgments without bias.
Supervisors
Familiarity
Responsibility
Linking T
&D
Peers-
contribution, reliability, initiative, interpersonal effectiveness
Subordinates
Self
Appraisal - MBO
360-Degree
Feedback
Steps
The
assessment is made in a questionnaire specially designed to measure behaviours
considered as critical for performance
Others do
the Appraisal anonymously and the assessment is collected by an external agent
(consultant) or specially designated internal agent (for example the HR
Department).
The
assessment is consolidated. Feedback profiles are prepared and given to the
employee.
This type
of multi-perspective evaluation is more complete and accurate than the
traditional top-down evaluation
360-degree
feedback can be used for
Self
development and individual counselling
Part of
organized training and development
Team
building
Performance
management
Strategic
or organization development
Validation
of training and other initiatives
Fixing Remuneration
Advantages of 360-Degree Feedback
It is
more objective than a one-person assessment of traits and qualities.
It adds
objectivity and supplements the traditional appraisal system.
It is
more participative and enhances the quality of HR decisions.
It is
suitable for new organizational cultures being promoted by most world-class
organizations (participative culture, learning culture, quality culture
teamwork, leadership culture etc)
Provides
quality and large quantity of detailed information about a person.
It has
morale boosting effect
Phases of
Feedback Exercises
Orientation
Questionnaire
distribution
Monitoring
& following up
Data
feeding and reports
Counselling
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