360-DEGREE APPRIASAL

360-Degree Appraisal

Abstract

The term 360 means one's superiors, peers, direct reports, as well as vendors and external and internal clients. The purpose of seeking feedback from all stakeholders is for the participant to receive a complete picture of how he or she is perceived in terms of strengths and development needs. The performance of the organization is interrelated with the human resources practices of the organization. The 360-degree appraisal feedbacks can be used for developmental as well as administrative performance appraisal purposes. The 360-degree appraisal feedback is typically used as a tool intended to provide supervisors with perceptions of the company's performance from peers, customers, suppliers, subordinates, and bosses. 360-degree Appraisal is a new addition in the performance management. The basis of the 360-degree feedback appraisal is to get multiple feedbacks not just from the “boss,” but from peers and clients as well. This feedback style is important for an effective leadership in an organization. This feedback style is a very good evaluation system in a challenging environment. The main idea of 360-degree Appraisal is to improve the performance of people on their specific and assigned tasks. Feedback is given on every task they perform. 360-degree Appraisal compared with self-evaluation may provide a more realistic picture of strengths and weaknesses. Positive changes in behaviour and changes to improve performance are supported by the organization. 360-degree Appraisal conducted on all employees on a timely basis calls for organizational change towards improvement and development.

Table of Contents

Abstractii

Assignment Title: 360-Degree Appraisal1

Briefly outline the contemporary people management issue you will analyse.1

Which of the specified elements of the module will it focus upon?2

Why is this issue a significant one for you and/or the organisation?3

What theoretical concepts and/or management tools will you use to support your analysis?3

Use of 360-degree Appraisal5

Methodology of 360-degree Appraisal6

Development and implementation8

Advantages and disadvantages of 360-degree Appraisal9

If possible, indicate the areas that might be covered in your conclusions and the recommendations?10

Recommendations10

Conclusion10

References12

360-Degree Appraisal

Assignment Title: 360-Degree Appraisal

Briefly outline the contemporary people management issue you will analyse.

Globalization have become an important characteristic of the world, human resource as a capital have become very important for the organizations to gain competitive advantage. The people of the firm are directly related to the firm's success. Therefore, main focus of the researchers has been on the management of human capital according to the human resource practices. This makes the organizations build the human resources as their capital and full of their required capabilities (Maylett 2007, 48).

The performance of the organization is interrelated with the human resources practices of the organization. Huge research done on the human resource practices have demonstrated that the practices of human resources have a direct relationship with the organizational performance measures such as return on equity, market value and operational measures of performance. The 360-degree feedback appraisals can be used for developmental as well as administrative performance appraisal purposes. For developmental usage, the goal is to gather sound data presented in a coaching session with the intent of designing a plan for further leadership ...