group1720degreeappraisal

8/8/2019 group1720degreeappraisal

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GROUP 1

SUBMITTED BY :

SONAM KUMAR SNIGDHA MALHOTRA ASHMEET KAUR KANIKA SETHIISHIKA SHARMA ANUSHREE SINGHSONALI BAKSHI


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720 degree as the name suggests is 36 0 degreetwice

720 degree feedback is performing a feedback afterthe main 36 0 degree appraisal

Doing the appraisal once, where the performanceof the employee is analyzed

Having a good feedback mechanism where theboss sits down with the employee another timeand gives him feedback and tips on achieving thetargets set


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720- degree approach provides for two rounds of feedback (a pre - and post - test) or a feedbackapproach which is done again after nine to twelvemonths.

The pre intervention results sets the baseline.

The development intervention is then done toimprove the participant .(eg:training ,coaching).

Post intervention survey shows the amount of improvement in the results.


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A 720 DEGREE APPRAISAL TEMPLATE TYPICALLY

CONTAINS :

Key skill/capability type

Skill component/element

Question number (purely for reference and ease of analysis)

Specific feedback question

Tick- box or grade box (ideally a,b,c,d or excellent,good, not good, poor, or rate out of 5 or 1 0


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TO USE THE 720 SYSTEM,

Assessment system should be 36 0 degrees.

Assessment should be done twice or thrice a year.

Different assessments should be tabulated and

compared for a given period.


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Conduct an information campaign that highlightsthe benefits and fairness of 720 feedback, andoutline the process in some detail.

Ensure that the rating instruments are relevant, valid and reliable

Encourage and train raters on how to provideaccurate ratings

Treat employees with sensitivity and respect


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WHAT IS 360 DEGREE FEEDBACK

360 degree feedback, is the most comprehensive appraisal where the feedback about the employees performancecomes from all the sources that come in contact with theemployee on his job.

The feedback is typically provided on a form showing jobskills/abilities/attitudinal/behavioural criteria and somesort of scoring or value judgement system.

360 degree respondents for an employee can be his/herpeers, managers (i.e. superior), subordinates, teammembers, customers, suppliers/ vendors


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Anyone who comes into contact with the employeeand can provide valuable insights and informationor feedback regarding the on - the - job performanceof the employee.

For example, subordinate assessments of asupervisor s performance can provide valuabledevelopmental guidance, peer feedback can be the

heart of excellence in teamwork, and customerservice feedback focuses on the quality of the team sresults.


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For example, an agency may use supervisor, self, andcustomer input to supplement the rating official sappraisal in one division s program.

Another division of the same agency with self -directed teams may use peer, self, and subordinateratings to obtain the most useful input.


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IT HAS FOUR COMPONENTS

SELF APPRAISAL

Self appraisal gives a chance to the employee to look athis/her strengths and weaknesses, his achievements,and judge his own performance

SUPERIOR S APPRAISAL

Superior s appraisal forms the traditional part of the 36 0 degree appraisal where the employees responsibilitiesand actual performance is rated by the superior.


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SUBORDINATE S APPRAISAL

Subordinates appraisal gives a chance to judge theemployee on the parameters like communication and

motivating abilities, superior s ability to delegate the work, leadership qualities etc.

PEER APPRAISAL

Correct feedback given by peers can help to findemployees abilities to work in a team, co - operation andsensitivity towards others.


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WH Y USE 720 ..

This system is more development focused than performancealone, and supplements training and development functions in abetter way.

A powerful developmental tool because when conducted atregular intervals it helps to keep a track of the changes, othersperceptions about the employees

Many organizations are beginning to realize that the skill base of their executives and managers does not match the requirementsof a rapidly changing environment.

Without these critical competencies, executives and managersare less likely to be able to lead these organizations towardsuccessful implementation of strategic changes.


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B ENEFITS

Improved Feedback From More SourcesTeam DevelopmentPersonal and O rganizational Performance Development :R esponsibility for Career DevelopmentR educed D iscrimination R isk

Improved Customer ServiceTraining Needs A ssessment


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CASE STUDY

Johnson & Johnson Advanced Behavioral Technology ( JJ ABT), based in Denver, Colorado, has instituted anew 720- degree feedback system.

the most important consideration in implementingthe system is choosing the right individuals to beraters.

To assemble the rating group, JJ ABT employeesdevelop a list of key internal and external customers

with whom they interact and then recommend five toten individuals to serve as raters.


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Employee s supervisor still has the ultimate responsibility for theappraisal and selects appropriate raters from thoserecommended by the employees

The JJ ABT 720- degree appraisal form includes items such asDoes the employee :

Follow up on problems, decisions, and requests in a timely fashion?Clearly communicate his or her needs/expectations?Share information or help others?Listen to others?Establish plans to meet future needs?

Adhere to schedules?

Raters score these items on a scale ranging from 1 (needsimprovement) to 5 (outstanding). Space is also provided for theraters to make written comments.


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Employee s supervisor summarizes the data and determines thefinal performance rating.This represents a combination of the comments and ratings fromthe various raters and the supervisor s own feedback on theratee s performance. Typically, managers include a mean scoreand distribution range for each item.Feedback can t always be taken at face value. Care need beexercised where rater has given highly negative or positivefeedback.JJ ABT managers stress that the key is to look for trends orpatterns in the data.If there are questions or ambiguities in the raters feedback,supervisors will often solicit additional feedback from the sameor new rates. After summarizing the data, the supervisor conducts the formalappraisal interview with the ratee.


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Raters are provided the option of being anonymous oropen in their feedback.

If the rater requests anonymity, then the supervisormust not reveal his or her identity to the ratee whendiscussing the performance review

If the rater is willing to be open, then the supervisor may refer the ratee with questions about his or her feedbackto the rater.

In this way, it is hoped that the 720- degree appraisal

can become less an evaluative tool and more acomprehensive system for enhancing communication,facilitating self - development, and improvingperformance.


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What are the advantages and disadvantages of Johnson& Johnson s 720 degree appraisal?

ADVANTAGES:

The raters are selected from a list of key external andinternal customers developed and recommendation by the employees

Criteria by which the ratees are evaluated are clearly defined by the supervisor

While the supervisor evaluates the work performance ,the raters evaluate the behavior aspect of the ratee


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To ensure fairness raters are provided the option of being anonymous or open in their feedback .the raters

who chose to be anonymous their identity is notdisclosed

The raters feedback is not taken on face value and careis exercised to eliminate and remove ambiguities in theraters feedback especially when they have given highly positive or negative feedback


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DISADVANTAGESSupervisor has a major say in the appraisal process

While the list of raters is recommended by theemployees , the raters are selected by the supervisorThe final appraisal report is summarized by thesupervisor which includes his own feedbackIndividual biases might affect the process

This system is very time consuming and costly

This system requires a lot of commitment from themanagement as well as the employees


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Do you think the ratings system is useful? How mightyou suggest improving it?

Yes the rating system is useful as it is benchmarkedagainst the mean score and distribution range .

The supervisor has full authority in the appraisalprocess thus after the supervisor has summarized thereport, and appraised the ratee, the performance

appraisal should be evaluated by management onelevel higher than the direct supervisor .


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What are your views on the anonymity issue?

In the appraisal process anonymity helps rater feelconfident in evaluating the ratee and giving his free

and frank feedback on the ratee s behavioral aspects.He can mark the employee what he deserves .

It helps the rater evaluate the employee on a fair and

unbiased basis without the fear of his identity beingrevealed to the ratee.

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