Job Appraisal by 360 degree and Feedback.docx - Helwan University Faculty of Commerce and Business Administration MBA Level 2 HRM JOB APPRAISAL BY 360

Job Appraisal by 360 degree and Feedback.docx - Helwan...

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Helwan UniversityFaculty of Commerce and BusinessAdministrationMBA Level 2HRMJOB APPRAISAL BY 360 DEGREE ANDFEEDBACKPrepared by: Hassan Mahmoud TamanDiaa Samir El HomosaniEman Essam Abdel Mawla AhmedRana Walid RiadSalma Mohamed Mahmoud Ali SalehHalla EssamMerna Mohamed Hussien FathyGroup: 2Dr. Nehal Allam1
1. Introduction360-Degree appraisal is a powerful multi-dimensional competence development tool that draws upon the knowledge of an individual within his own circle of influence: supervisors, peers, customers and direct reports.Professionally managed, 360-degree feedback increases individual self-awareness, and as part of a strategic organizational process it can promote: 1.Increased understanding of the behaviors required to improve both individual and organizational effectiveness. 2.More focused development activities built around the skills and competencies required for successful organizational performance. 3.Increased involvement of people at all levels of the organization. 4.Increased individual ownership for self-development and learning. 5.Increased familiarity with the implications of cultural or strategic change.360 - Degree appraisal is a questionnaire-based process that gathers structured feedback from a number of sources about the behavior and style of an individual or team at work. For each individual, questionnaires on observable behaviors are completed by the individuals themselves, by the staff they manage, their peers, their customers and their boss. The results are compiled into a feedback report, in which data from each source is presented separately. This is provided to the individual who then plans how to build on competencies and improve personal performance. Research has shown that the reliability, fairness and acceptability of the feedback process are increased when the input is drawn from multiple sources.Many organizations have performance appraisal system. These usually operate on an annual basis and involve an interview with the line manager and use of pre-interview question sheet.2
Many 360-degree feedback tools are not customized to the needs of the organizations in which they are used. 360-degree feedback is not equally useful in all types of organizations and with alltypes of jobs. Additionally, using 360-degree feedback tools for appraisal purposes has increasingly come under fire as performance criteria may not be valid and job based, employees may not be adequately trained to evaluate a co-worker's performance, and feedback providers can manipulate these systems. Employee manipulation of feedback ratings has been reported in some companies who have utilized 360-degree feedback for performance evaluation including GE (Welch 2001), IBM (Linman 2011), and Amazon (Kantor and Streitfeld 2015).

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