TIMES ASCENT ARTICLE“ THE BETTER FORM OF APPRAISAL”

PRESENTED BY;

AJMAL ALI S

MBA SEC “A”

ROL NO 009

HUMAN CAPITAL MANAGEMENT

UNDER THE GUIDANCE OF DR.IRSHAD NAZEER

Performance appraisal – method by which the performance of an employee is evaluated.

THINK APPRAISALS ARE DONE ONLY BY THE BOSS?

360 degree feedback is one of the tools, which measures the social perception of daily work by taking input from all the stakeholders.

the stakeholders include peers, managers, customers and superiors.

It was first introduced by the Russian army in the world war II.

360 DEGREE FEEDBACK

360 DEGREE FEEDBACK The goal of the 360degree feedback is to give the

evaluated person a chance for self-development. The 360degree feedback as a tool strengthens the

feeling of responsibility, both within the appraise and the appraising person.

Traditional performance management systems fail to bring in transparency to the performance criterion.

The first step is to define the criterion that forms the basis of survey questionnaire.

360degree feedback makes sure that performance evaluation includes the feedback from the customer.

Helps them to define what can be done to improve customer value proposition.

COMMON MISTAKES AND SOLUTION AS AN HR MANAGER

Having no clear Purpose:

Lack of a clear purpose – The feedback doesn’t address an organizational performance issue or strategic need – it’s being done because it’s the latest management trend – because a senior manager thinks it’s a good idea, or word-class organizations are doing it.

Solution :

They should be designed and implemented to address specific business and strategic needs. Whatever the needs, it’s important to have a clear and well-defined understanding why the organization is undertaking it. It's also a poor idea to use 360 feedback just because other organizations are doing it

Using it as a substitute: It’s not uncommon to hear managers murmuring, “If I only had an objective way to deliver constructive feedback to employees, I’d be able to manage their performance better.”Solution:When you see managers substituting 360-degree performance improvement tool, call it to their attention. Be sure not to collude with them. Ideally a training or performance improvement consultant can encourage managers

Compromising confidentiality: Multi-rater feedback is based on the idea that people can feel safe providing anonymous feedback. It can be a death knell if confidentiality or anonymity is compromised or if there’s the perception that it has been compromised. Solution: At the outset, nail down which data is confidential. Communicate those decisions clearly. People need to know exactly what will be reported to whom, if they’re to speak freely.

Not making clear the feedback’s use: it can cause great confusion if you don’t make sure people know whether the feedback will be used for evaluation or development purposes.Solution:If you decide to use it for development purposes, be sure to make that clear. If you decide to use it for evaluative purposes, start slowly and move gradually.

CONCLUSION

By this presentation we came to know something about 360 degree feedback and appraisal.

Extensive workshops and communication are the building blocks of a good 360 degree program.

The tool should not be selectively used with one group.

It should be simultaneously introduced across levels, so that one group is not targeted by the feedback.

A regular update keeps the participants committed to the program.

It should be ensure that the confidentiality of the respondents is maintained.