According to (Sajjad, 2016) the Organizations need to keep their Human Resource at its highest efficiency level to survive within today’s competitive world. In order to above need, 360-degree appraisal plays an important role to provide in-depth information and evaluation about the performance of employees and development plans and requirements of employees in the future for the Organization (Baroda et al., 2012). Earlier days, the appraisal used to be given by the immediate Supervisor ex: - Horizontal way. But later, to respond demand due to the high level of competition, Organizations started doing 360 degree way of appraisals ex:- Horizontal and Vertical way (Sajjad, 2016). Today, many globally renowned Organizations have started adopting the 360-degree process to meet the requirements of achieving their objectives (Satyawan, et al., 2012).
According to (Satyawan, et al., 2012) American Companies using 360-degree appraisal have increased from 40% to 65% during a span of 5 years from 1995 to 2000 and 90% of Fortune 500 companies in 2002 were using 360-degree appraisal. 360-degree appraisals help employees to identify problems in areas of interpersonal, communication, teamwork and style of Management, and the gap between them and the organizational objectives and expectations (Satyawan, et al., 2012). Though the 360-degree appraisal is effective, the Organizations which follow this method of appraising should have proper training and feedback among employees and trainers. Otherwise, it could be detrimental (Satyawan, et al., 2012). However according to (Moses et al, 1993), though 360-degree feedback considered a new way of appraisal, it had always existed in the Organizations even before it is recognized.
(source: custominsight.com, 2019)
According to (Tornow, 1997), in a 360-degree appraisal, the participants would be only supervisors, subordinates, self and peers excluding customers. However (London & Beatty, 1993), argues that without customer it is cannot be considered as a 360-degree appraisal. They argue that customer is a part of major data that increases competitive advantage in the Organization.
A 360-degree appraisal alone cannot act if the Organizations objectives and targets. Therefore the appraisal shall include combined goal setting, consistent progress review, frequent feedback, training, employee development programs and reward system (Parry & lacey, 2000). The 360-degree appraisal is known as a systematic process which help the Organization to acheive its objectives. This can be done by developing the employees and increase the performance individually within a team frame where, which finally leads to increase overall productivity and targets (Kaur, 2013).
According to (Satyawan, et al., 2012) American Companies using 360-degree appraisal have increased from 40% to 65% during a span of 5 years from 1995 to 2000 and 90% of Fortune 500 companies in 2002 were using 360-degree appraisal. 360-degree appraisals help employees to identify problems in areas of interpersonal, communication, teamwork and style of Management, and the gap between them and the organizational objectives and expectations (Satyawan, et al., 2012). Though the 360-degree appraisal is effective, the Organizations which follow this method of appraising should have proper training and feedback among employees and trainers. Otherwise, it could be detrimental (Satyawan, et al., 2012). However according to (Moses et al, 1993), though 360-degree feedback considered a new way of appraisal, it had always existed in the Organizations even before it is recognized.
According to (Tornow, 1997), in a 360-degree appraisal, the participants would be only supervisors, subordinates, self and peers excluding customers. However (London & Beatty, 1993), argues that without customer it is cannot be considered as a 360-degree appraisal. They argue that customer is a part of major data that increases competitive advantage in the Organization.
A 360-degree appraisal alone cannot act if the Organizations objectives and targets. Therefore the appraisal shall include combined goal setting, consistent progress review, frequent feedback, training, employee development programs and reward system (Parry & lacey, 2000). The 360-degree appraisal is known as a systematic process which help the Organization to acheive its objectives. This can be done by developing the employees and increase the performance individually within a team frame where, which finally leads to increase overall productivity and targets (Kaur, 2013).
The 360 degree appraisal is a systematic collection of data and feedback of performance on an individual or team, obtained from number of stakeholders (peers, subordinates, supervisors, customers) around those individual or team, which help the Organization to understand the performance gap, to build required strategies and competencies among the group (Mukhopadhyay 2016). According to (Oshodi, 2011), 360-degree appraisal is one of the best methods to understand personal and organizational needs. Hence, when feedback comes from all connected stakeholders, discrimination based on religion, race, gender, age and other related factors can be reduced (Drew 2009). Many employees feel that the 360-degree appraisal is more reflective and transparent than the supervisor’s appraisal alone (Drakes, 2008). According to (Peiperl, 2001), 360-degree appraisal, if simply said, is about judging the performance of the employees done by the people who work closely with them.
360 degree appraisal as an overall employee evaluation system is recognized and used by the Multi-National Companies such as Exxon, IBM, Levi Strauss, Shell, AT & T and shell for a last few years, replacing other traditional recruitment systems, stating that it is essential to implement with recent developments in Management styles and practices (Baroda, et al, 2012).
According to (Baroda, et al, 2012), 360-degree appraisal has been used as an integral part of the evaluation system in the Organizations due to its capability to provide in-depth, structured information about the performance and what can be expected from the employees in the future.
According to (Baroda et al., 2012), the 360-degree appraisal system is introduced when employees needed to have information to deal with and quick response to customer needs and identification on talent Management in order to achieve the Organizational objectives. Apart from customers need concentration, through 360-degree appraisal, the Organization can dive into other dimensions such as Leadership, innovativeness, teamwork, strategic thinking. However, the Organization had to perform multiple evaluations for a more objective Evaluation (Meenakshi, 2012). Therefore the 360-degree appraisal system can be quoted as an instrument that uses information from all sources, an employee interacts with his job (Meenakshi, 2012).
However according to (Wadhwa & Wadhwa, 2011), Indian Companies hesitated to implement 360 degree appraisal system, criticizing that the 360 degree evaluation system creates confusion among employees, performance is often not based to the Organization objectives, Management makes promises verbally, lack of honesty, the outcome is influenced and controlled by the power and politics and last, it is poorly implemented.
References:
Baroda, S, Sharma, C, & Bhatt, JK., (2012), 360 Degree Feedback Appraisals- An Innovative Approach of Performance Management system, International Journal of Management & Information Technology, 1(2) pp. 53-66.
custominsight.com, (2019), What is 360 Degree Feedback?, viewed 19 September 2019, <https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp>
Drakes, S, (2008), ‘Everybody counts’, Black Enterprise 38(1), 58–59, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.
Drew, G., 2009, ‘A 360-degree view for individual leadership development’, Journal of Management Development 28(7), 581–592, < https://doi.org/10.1108/ 026217 10910972698>, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.
Kaur, S, (2013), ‘360-degree performance Appraisa-Benefits and shortcomings’, International Journal of Emerging Research in Management and Technology, 2(6), 83–88, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 1.
London, M, & Beatty, R, (1993), 360 degree feedback as a competitive advantage, Human Resource Management, 32, cited in Thomas, NG, Michael, M & Mary, F,. (1997), 360 degree feedback: Its role in Employee Development, Journal of Management Development, 16(2), p. 135.
Meenakshi, G, (2012), Multi source feedback based performance appraisal system using Fuzzy logic decision support system, International Journal of Soft Computing (IJSC), 3(1) pp. 91-106.
Moses, J, Hollenback, GP, & Sorcher, M., (1993), “Other people’s expectations”, Human Resource Management, 32, cited in Thomas, NG, Michael, M & Mary, F,. (1997), 360 degree feedback: Its role in Employee Development, Journal of Management Development, 16(2), p.134.
Mukhopadhyay, K., 2016, 360-degree appraisal – A performance assessment tool, Researchgate, Calcutta, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.
Oshodi, JE, (2011), ‘Should academic institutions in Nigeria use the 360 degree feedback system for employee appraisal’, European Journal of Business Management 3(5), 69–71.
Parry, T, & Lacey, P., (2000), ‘Promoting productivity and workforce effectiveness’, Financial Executive 16(6), 51–53, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 1.
Peiperl, MA, (2001), ‘Best practice: Getting 360-degree feedback right’, Harvard Business Review January, pp. 142–147.
Sajjad, H (2016), 360 Degree Feedback as a Technique of Performance Appraisal: Does it Really Work?, Asian Business Review, 6(1), p. 53.
Satyawan, B, Sharma, C, and Bhatt, JK., (2012), “360 Degree Feedback Appraisals- An innovative approach of Performance Management System”, International Journal of Management & Information Technology, 1(2), pp. 53-4.
Tornow, WW, (1993), Introduction to special issue on 360 degree feedback, Human Resource Management, 32, cited in Thomas, NG, Michael, M & Mary, F,. (1997), 360 degree feedback: Its role in Employee Development, Journal of Management Development, 16(2), p. 135.
Wadhwa, S, & Wadhwa, P., (2011), A study of 360-degree Appraisal and Feedback System for effective Implementation in Indian Corporate Sector, VSRD International Journal of Business & Management Research, 1(4), pp. 205-216.
In comparison, 360-degree appraisal system cost to be considered.Sevy said a 360 assessment could include you, your supervisor, three to five colleagues, and three to five direct reports.But eight staff keep filling out paperwork for each worker. Is work overload. The number of hours required to complete a work review is quite shocking (Taylor,2011).
ReplyDeleteThank you for your comments Indika. However this appraisal can outweigh its lags through the benefits it offers such as; giving colleagues new potential areas for development, improving working relationships, system allow colleagues to see things from a different perspective, increases self-awareness and encourage better behaviour & they are anonymous, meaning people can be completely honest with their feedback (Amber, 2019).
DeleteAgreed.However,Koofigar,Ghaziasgar and Karbasian (2014) stated that the performance appraisal is the process of recognition, evaluation and development of the individual’s performance for attaining to the individual and organizational purposes and it help individual to compare their intellectual capacity in their working environment.
ReplyDeleteThank you for your comments Oshantha. 360 degree appraisal is a holistic employee review process which could also take insights from clients, vendors, or consultants providing they work regularly with the employee being reviewed (Amber, 2019).
Deleteagreed your points. 360 degree appraisal creates disadvantages also : Taking a lot of time, and being complex in administration,Extension of exchange feedback can cause troubles and tensions to several staff, It will be very hard to figure out the results, Feedback can be useless if it is not carefully and smoothly dealt and Can impose an environment of suspicion if the information is not openly and honestly managed.
ReplyDeleteThank you for your comments Radchika. Any system has its own advantages and disadvantages. 360 degree appraisal provides feedback from different perspectives, helps to identify development opportunities and help to focus on core competencies (Natalie, 2016).
DeleteI agreed your points but I feel that some managers can be tempted to use 360 degree feedback to concentrate on finding negative aspects of an employee's performance, rather than celebrating and developing positive aspects. This can lead to reduce rates of engagement if you're not careful, so it makes sense to approach 360 degree feedback with this in mind, and to be mindful of finding the right balance between the two types of feedback.
ReplyDeleteThank you for your comments Chamari. I agree with above. This appraisal is to be done finding the right balance since it can boost confidence of concerned employees, specially when it uncovers strengths someone doesn't realize (Fraser, 2019).
DeleteThe general performance level of a firm, is subjected to the summation of the individual and collective execution of plans. Performance evaluation should be a nonstop procedure of observing, overseeing and revising the plans for individuals to get the desired output collectively (Hossain, 2016). Hence the importance of a 360 degree appraisal is its ability to measure the performance of an individual in relevance with the collective performance of the organisation. No other appraisal type is capable of giving a such a feedback directly.
ReplyDeleteThank you Anton for your comments. Currently, Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses (custominsight, 2019).
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