CHETANA’S H.S. COLLEGE OF COMMERCE

PRESENTED TO PROF. MONA S.

360-Degree Feedback

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1 Introduction

360 degree Performance Appraisal

360 degree feedback process at Wipro

The 360-degree feedback method of performance appraisal has became increasingly popular and its growing in use.

It is found that nearly 90 % of fortune 1000 firms use 360-degree feedback for their employee performance appraisal

In INDIA too large organizations such as Reliance industries, Infosys, Godrej soap, Wipro have started using this system to evaluate the performance of their employees

INTRODUCTION

360-Degree Performance Appraisal

360 degree feedback, also known as 'multi rater feedback', is the most comprehensive appraisal where the feedback about the employee’s performance comes from all the sources that come in contact with the employee on his job.

360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors - anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the “on-the-job” performance of the employee.

360 degree appraisal has four Integral components

1. Self appraisal.2. Superior’s appraisal.3. Subordinate’s appraisal.4. Peer appraisal.

Self Appraisal.Self appraisal gives a chance to the

employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance

Superior’s appraisal.

Superior’s appraisal forms the traditional part of the 360 degree appraisal where the employees’ responsibilities and actual performance is rated by the superior.

Subordinate’s appraisal.

Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work,

leadership qualities etc.

Peer appraisal.

The correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and

sensitivity towards others

360 Degree Feedback process at Wipro

It is important that when you want to introduce such a feedback process, you assess : Organizational imperative for the feedback

process Individual and organizational readiness for

feedback before introducing it

The purpose of the 360-degree feedback was clearly defined. It was a tool to develop leaders from within.

After a lot of study and research, the next step was to arrive at what constituted leadership qualities. After interactions with top management & consultants, six qualities were listed . strategic planning , leadership, managerial , team building

Creditability & Integrity , interpersonal & communication It was important to describe the qualities in the form of observable

behaviours. A scale had to be selected for measuring the behavior. Initially, it was

rated as strength or a weakness on a 10-point scale. The respondents were then decided upon. They were the managers

(superiors), peers and juniors (in Wipro, the term subordinates is not used) It was decided to outsource the entire process to maintain confidentiality

of the process.

Conclusion

360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changing other’s perceptions

about the employees

Thank YouDevvrat Chetiwal

SYBFM-204