Evaluate of Employee Performance

Effective of 360-degree appraisal in HRM perspective


Diagram 1.0 - Holistic view of 360 Degree Appraisal

 

(source: Satyawan et al, 2012)

According to Figure 1.0 (Satyawan, et al., 2012), the 360-degree test as proposed, provides feedback from various levels as described above. Where this assessment helps employees to have a complete view of the impact, they have on the Organization due to their performance. While 360-degree testing helps employees progress in the workplace, it does help managers gain insight into how their leadership style is intertwined and influential among employees. (Satyawan, et al., 2012). 

 

The purpose of the 360-degree test is primarily leadership development. This could further test the change in Leaders' behavior in management; because they receive feedback from all parts of the Organization and thus ultimately influence the change and progress of the organization (Satyawan, et al., 2012).

 

According to (Thomas, et al., 1997), 360 appraisalals provide an opportunity for those under their control to express their views to managers about their behavior and style. Therefore, this can help employees to see their strengths and weaknesses in a holistic way, where weaknesses can be reduced by training and development processes. In addition, it promotes two-way communication and enhances the self-esteem of the underprivileged (Thomas, et al., 1997).

 

In contrast to traditional testing, 360-degree testing focuses on the skills required throughout the Organization. Thus, by assigning the burden of testing to more than one person, the many errors and prejudices found in traditional tests can be minimized (Drakes, 2008).

 

According to (Riboldi & Maylette, 2007), more viewing of test results will be more comprehensive in staff performance and thus lead to a reduction in discrimination and discrimination that can lead to individual assessment.

 

Advantages and disadvantages of 360 degree performance testing

As with all 360-degree performance performanceraisalal they have a pro and a pro. Let's take a look at the pros and cons of a 360-degree performance appraisal system.

 Advantages of 360-degree test

·         This program provides a complete overview of employee performance.

·         Improves the reliability of the performance appraisal system

·         Feedback from partners helps to strengthen the employee's self-improvement process

·         It also increases the responsibility and vigilance of employees to their customers.

·         Different perspectives from different combined dimensions provide a more precise 360 ​​degree test.

·         Many persuasive ideas can be collected from different participants.

·         Here not only the manager but also his colleagues have the responsibility to monitor the performance of the employees which empowers them.

·         Employees are encouraged to look down on themselves.


The Disadvantages of the 360-degree test 

·         The process is very long, complicated and time consuming.

·         If the answer is found in the exchange of staff it could create a problem and tension between the employees.

·         Much effort must be made to train an employee to make the most of his or her 360-degree assessment program.

·         It is very difficult to get results.

·         Some reversals are useless and require careful removal.

·         A suspicious place in the organization can be created as the information is not available to everyone.

Importance of 360-Degree appraisal to HRM

The 360 ​​review is a technical opportunity given to colleagues to provide a 360-degree feedback on the performance of a colleague. Traditionally it could be the HR department or the employee reporting manager asking subordinates to provide their feedback.

Many organizations use an online survey method to work with an employee and empower them to provide operational feedback. An online research tool is very useful in gathering feedback and providing a clear understanding of staff performance.

References:

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.

 

Riboldi, J, & Maylette, T., (2007), ‘Using 360 feedback to predict performance’, T&D 61(1), 48–52, 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.

 

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), p. 57-8, 60.

 

Thomas, NG, Michael, M & Mary, F., (1997), 360 degree feedback: Its role in Employee Development, Journal of Management Development, 16(2), p.136-144. 

Comments

  1. Rukmali Fernando28 August 2021 at 03:56

    A good topic Madushani. The 360 degree performance appraisal method provides a holistic view on employee performance. For an employee it help to identify own weakness by getting the feedback of all the people who working around. Therefore it promote continuous improvement. Thankyou for sharing.

    ReplyDelete
  2. Bhashitha Dissanayake 28 August 2021 at 07:17

    Good article Madushani.The benefit of 360 degree appraisal is that it's miles designed to align with the organization’s performance control gadget, permitting measuring the preferred behaviors for performance control functions.

    ReplyDelete
  3. Mohamed Amjad28 August 2021 at 13:07

    Performance management is the key tool to measure the employee performance and to fill the gap if there is any training requirement or necessary of replacement. Moreover, it is the tool to motivate employees and to get their extra commitments. using 360-degree method is comparatively give an accurate results but it is a lengthy and time consuming process.

    ReplyDelete
  4. Nadeeshan Madusanka28 August 2021 at 13:19

    The 360-degree feedback mechanism has given the organization a more team-oriented purpose. Traditionally, assessment was only the job of human resource management. However, the goal of 360-degree performance appraisal is to collect anonymous feedback about the employee from their superiors, colleagues, and peers, as well as from the customer. Its correctly and efficiently performed 360-degree feedback method makes employees more comfortable with the business, which leads to their general growth and boosts their performance.

    ReplyDelete
  5. Duminda Bandara28 August 2021 at 18:49

    Good article Madushani. Thanks for sharing this.
    360 evaluation mechanism is a comprehensive way of appraise an employee. Most of the organization familiar with the evaluating system and the middle level and upper level leadership evaluation has been done through the tool. Including the self evaluation, peers , subordinates and direct reporting and third party bodies involve in the particular appraisal mechanism.

    ReplyDelete
  6. M.Janarthan28 August 2021 at 18:57

    very interesting topics Madushani !Performance evaluations allow an employer to set clear expectations and measure the employee's success. The information gathered as part of a performance evaluation can help drive decisions about pay raises, promotions and layoffs. Performance evaluation also plays a direct role in providing periodic feedback to employees, such that they are more self-aware in terms of their performance metrics.

    ReplyDelete
  7. Sunith Geeganage28 August 2021 at 22:17

    Employee evaluation process is bit complicate process and important that each and every employee get the fair evaluation within the process. To overcome the dissatisfaction it is necessary to have comprehensive way of evaluation and 360 process arise as much needed. This promote two way communication process which allows employees to evaluate their strength and weakness while employer to evaluate their behaviors and styles.

    ReplyDelete
  8. Praveen Joel Francis29 August 2021 at 08:51

    The most essential benefit of the evaluation system for the manager or department head is that it provides a record of employee performance over a specific period of time. You have well drafted with adequate informations. Thank you for sharing Madhshani.

    ReplyDelete

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