1. 360 Degree Feedback & Performance Appraisal

2. What is 360 Degree Feedback ?? 360-degree feedback is defined as “The systematic collection and feedback of performance data on an individual or group derived from a number of stakeholders in their performance”.

3. FEEDBACK ON ME FROM : SELF STAFF CUSTOMERS TEAM MEMBERS BOSS PEERS STAKEHOLDERS

4. Uses Of 360 PA System Supervisor: Supervisor: Accurate assessment - Favoritism Accurate assessment - Favoritism Anonymous, Unbiased & Accurate info Anonymous, Unbiased & Accurate info Provides greater objectivity. Provides greater objectivity.

5. How the performance is enhancing work situation?? How the performance is enhancing work situation?? Helps in revealing Helps in revealing Creates greater harmony - better productivity - identifies strengths & weaknesses Creates greater harmony - better productivity - identifies strengths & weaknesses Leads to continuous learning, team building, self-confidence Leads to continuous learning, team building, self-confidence

6. Organized training & development: -things are told before hand…distribution and processing takes place in advance. -things are told before hand…distribution and processing takes place in advance. -helps understand the needs better and in more detail. -helps understand the needs better and in more detail.

7. Team building: -assess each other on skills such as: communicating, deliver on promises, planning, listening, maintain relationship. -assess each other on skills such as: communicating, deliver on promises, planning, listening, maintain relationship. -the approach promotes individual development within teams. -the approach promotes individual development within teams. Feedback can be gathered before any team event happens. Feedback can be gathered before any team event happens.

8. Performance management: -reduces anxieties - making it a less special event. -reduces anxieties - making it a less special event. Validation of training & other initiatives: -to identify the performance improvement needs -to identify the performance improvement needs -many organisations have not yet used this to judge the success of an individual, team or organisation. -many organisations have not yet used this to judge the success of an individual, team or organisation.

9. Used for appraisal: - focus more on current performance - focus more on current performance - individual….managers and the latter - individual….managers and the latter - past performances - past performancesRemuneration

10. Research by Ashridge Mgmt Rec 71%-to support learning and development 71%-to support learning and development 23%-to support a number of HR processes such as appraisal, researching…. 23%-to support a number of HR processes such as appraisal, researching…. 6%-used it to support pay decisions 6%-used it to support pay decisions

11. In 1997 …survey of 22 orgns 77% …disagreed that it is a personal development tool and should not be used for wider HR and organisational purposes 81%…disagreed that it provides a basis for reward

12. Survey carried by IPD in early 1998 92% …to help developmental needs 80% …to help overall performance -coaching 20%…using it to determine a performance grade or pay standard

13. 360 * Methodology

14. Step 1: The Questionnaire - Leadership- Team Player - Communication - Organisational Skills - Decision- Making - Adaptability - Expertise- Vision

15. Step 2: Ratings 1-2 : Least Skilled 3-4: Not a Strength 5-6: Appropriate Skill 7-8: A Strength Skill 9-10: An Exceptional Skill

16. Step 3: Data Processing - Internal : Use of software - External Suppliers

17. Step 4 : Feedback - Individual - Manager - Anonymous ? ? - Culture plays a role

18. Step 5: Action Action will depend on the purpose Development - Individuals Development - Individuals Appraisal - Managers Appraisal - Managers Pay - H.R Pay - H.R

19. Development And Implementation  Define objectives  Decide on recipients  Decide who will give the feedback  Decide the areas of work and behavior on which feedback will be given  Decide the method of collecting the data

20.  Decide data analysis and presentation  Plan an initial implementation programme  Analyse the outcome of the pilot scheme  Plan and implement full programme  Monitor and evaluate

21. ADVANTAGES OF 360-Degree FEEDBACK  Affording a broader perspective than before  Increased awareness and relevance  Reliable feedback to senior managers  Gaining acceptance  Encouraging open feedback

22.  Reinforcing  Rounded view of Performance  Identifying key development areas  Raising Self Awareness  Continuous Improvement  Improved Morale  Acceptance Of Results

23. DISADVANTAGES No Openness No Openness Excessive Stress Excessive Stress Lack Of Action Lack Of Action Overdependence Overdependence Too Much Of Bureaucracy Too Much Of Bureaucracy Incapability and Lack Of Skill Of Managers Incapability and Lack Of Skill Of Managers

24. CRITERIA FOR SUCCESS Support From Management Support From Management Commitment Commitment Determination as a tool for Development Determination as a tool for Development

25.  Questionnaire reflects all aspects  Fair Follow up process  Transparency

26. Research  PHILIPS CONSUMER DIVISION  NIIT  SAMSUNG  INFOSYS

27. PEOPLE PERFORMANCE MGMT HOW DOES IT WORK ??  Step 1. Gathering feedback  Step 2. Self assessment  Step 3. Preparation by the manager  Step 4. Performance ratings  Step 5. Discussion and development of a performance plan

28. THANK YOU !!