Companies combine various sources of performance appraisal information to

Companies combine various sources of performance

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Companies combine various sources of performance appraisal information to create multirater – or 360 degrees – appraisal and feedback systems Jobs are multifaceted, and different people see different things 360-degree feedback is intended to provide employees with as accurate a view of their performance as possible by getting input from all angles, such as from supervisors, peers, subordinates, and customers the system combines more information than a typical performance appraisal, it can become administratively complex
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organizations have recently begun using performance management software to compile and aggregate the information when Intel established a 360-degree system, the company observed the following safe- guards to ensure its maximum quality and acceptance: o ensure anonymity – make certain that no employee ever knows how any evaluation team member responded o make respondents accountable – supervisors should discuss each evaluation team member’s input, letting each member know whether he or she used the rating scales appropriately, whether his or her responses were reliable and how other participants rated the employee o prevent “gaming” of the system – some individuals may try to help or hurt an employee by giving either too high or too low an evaluation o use statistical procedures – use weighted averages or other quantitative approaches to combining evaluations. Supervisors should be careful about using subjective combinations of data o identify and quantify biases – check for prejudices or preferences related to age, gender, ethnicity, or other group factors 360-degree feedback can provide a valuable approach to performance appraisal Pros of 360-Degree Appraisal system is more comprehensive the quality of information is better complements TQM initiatives by emphasizing internal/external customers and teams may lessen biases or prejudice because feedback comes from more people feedback from peers and others may increase employee self-development Cons of 360-Degree Appraisal system is complex in combining all the responses feedback can be intimidating and cause resentment there may be conflicting opinions system requires training employees may collude or “game” the system by giving invalid evaluation to one another Training Appraisers a weakness of many performance appraisal programs is that managers and supervisors are not adequately trained for the appraisal task, so the feedback they provide is not as useful as it might be and can often be meaningless training appraisers can vastly improve the performance appraisal process Establishing an Appraisal Plan A training program for raters is most effective when it follows a systematic process that begins with an explanation of the objectives of the firm’s performance appraisal system It is also important for the rater to know the purpose for which the appraisal is to be used
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