1. HUMAN RESOURSE MANAGEMENT 360 DEGREE FEEDBACK

2. 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.

3. ROLE OF PERFORMANCE APPRAISAL IN ORGANISATION

4. IMPORTANCE OF FEEDBACK

5. 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

6. SHORTCOMINGS OF PERFORMANCE APPRAISAL  SUPERIOR’S BIAS  EMPLOYEE PERFORMS WELL ONLY WHEN THE BOSS IS AROUND

7. 360 DEGREE FEEDBACK

8. 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.”

9. INTERNAL CUSTOMERS SUPERVISORS,SUBORDINATET OP MANAGEMENT, CO-WORKERS AND REPRESENTATIVES FROM OTHER DEPARTMENT EXTERNAL CUSTOMERS CLIENTS, SUPPLIERS, CONSULTANTS AND COMMUNITY OFFICIALS

11. WHY IS 360 DEGREE FEEDBACK BETTER ACCURATE AND FAIR PERFORMANCE MEASUREMENT. GIVES BROADER & ACCURATE PERSPECTIVE OF EMPLOYEES. FOR THE EMPLOYEES

12. WHY IS 360 DEGREE FEEDBACK BETTER IT IS IMPARTIAL AND A FORWARD LOOKING PROCESS INCREASES A TEAM’S ABILITY TO CONTRIBUTE TO ORGANISATION’S GOALS FOR THE TEAMS IMPROVEMENT IN THE SKILLS & COMPETENCIES OF THE EMPLOYEES FOR THE ORGANISATION

13. 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

14. 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

15. 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

16. 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

17. 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)

18. COMPANIES THAT USE 360 DEGREES FEEDBACK  JOHNSON & JOHNSON ADVANCED BEHAVIORAL TECHNOLOGY  GENERAL ELECTRIC INDIA  RELIANCE INDUSTRIES  GODREJ SOPS  CROMPTON GREAVES 360 DEGREE FEEDBACK HAS GAINED WIDE POPULARITY IN THE CORPORATE WORLD TO THE POINT OF BEING NEARLY UNIVERSAL AMONG THE FORTUNE 500 COMPANIES.

19. COMPANIES THAT USE 360 DEGREES FEEDBACK  KODAK  WIPRO  TATA STEEL  TELCO  THERMAX  INFOSYS  THOMAS COOK

20. THANKYOU