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THE FIRM WIDE 360 PERFORMANCE EVALUATION

PROCESS AT MORGAN STANLEY


Q: No.1- The Process of 360 Performance Evaluation Process at Morgan Stanley.
Identify the process?
Answer: The process of 360 Performance Evaluation Process at Morgan Stanley is that:-
1. All of the professional employees identified those people within the firm with whom
they regularly interacted.
2. Evaluation Request Form (ERF) is reviewed by evaluates manager or supervisor.
3. The ERF is submitted to the office of Development.
4. Evaluations after being done were processed into a year-end data packet for each
evaluate.
5. Each professional also completed their own self-evaluation.
Q: No.2- In your opinion the advantage and disadvantage of this type of performance
evaluation?
Answer: In my opinion the advantage of this type of performance evaluation is that:-
1. It help to make better decisions.
2. Those who may not be good at promoting themselves, it allows you to see through
those who are too good at self-promotion.
3. The process was perceived as helpful in conducting performance appraisals because
the manager was able to draw on detailed and specific information from a broad cross
section of employee.
4. The continuous professional development of its employee.
5. The evaluation process is completed by the employees job stockholders.
6. Supervisor bias can be eliminated.
7. Open ended: Evaluators were free to express themselves.
8. The performance criteria were increasingly rigorous as one progressed up the
organizational hierarchy.
In my opinion the disadvantage of this type of performance evaluation is that:-
1. The evaluate never saw the actual comments made by those who had completed
evaluation forms.
2. The most challenging situation is when there is a complete disconnect between a
persons self-perception and that of the colleagues, superiors, and subordinates.
3. An unanticipated consequence of the numeric ratings was that the numbers were used
as if they were somehow real and precise.
4. Another problem with both the numeric scores and the written comments was the
perception that rampant grade inflation existed.
5. 360 performance evaluation is lengthy process because the full process is needed to
complete much more time than the old process.
6. Training not given by the evaluators.

Q: No.3:- If their have any other performance evaluation use then compare with 360?
Answer: 360 degree feedback system in which feedback was solicited from superiors, peers,
subordinates, and internal clients. The revamped evaluation process was the result of a
multi-year effort initiated by a task-force. It was implemented under the direction of Tom
DeLong. After the first year the system was implemented the task force held focus groups to
assess the effectiveness of the redesigned performance evaluation that the new system was a
significant improvement over its predecessor. In the past, assessments were done verbally in
a large group by all those senior to an evaluate. All junior employees were evaluated
collectively and the oral meeting led to assessments that had a sound-bite quality.
Furthermore, in the past people had generally not received any individual feedback. The
volume of the data and the written format of the new system contributed to perceptions of
fairness and objectivity.
Q: No.4:- Identify the long-term value which a 360 evaluation program insight bring
for the organization?
Answer: - There have some long-term value which a 360 evaluation program insight bring
for the organization. Those are:-
1. Market/ Professional skills of the employees: - 360 evaluation program help the
organization to develop their employees market and professional skills. That is
create a long-term value of the organization.
2. Management and Leadership skills of the employees: - 360 evaluation program
help the organization to develop the management and leadership skills of the
employees. That is also create a long-term value of the organization.
3. Makes employees commercial orientation: - 360 evaluation program helps to
make the employees commercial orientated. That is create a long-term value of the
organization.
4. Develop Teamwork: - 360 evaluation program helps to develop the teamwork. So,
its help to develop a long-term value for the organization.

Part-II
Q: No.5:- Analysis all the Exhibit.

Exhibit 1 Evaluation Request Form

This form is used for provide meaningful feedback of an employee performance. The
Employee is selected those evaluators (direct supervisors, colleagues and direct
reports) who knows about the most in-depth knowledge of that employee performance
and accomplishment. The Evaluation Director will review that employee nominators
and is responsible for final approval of the suggested evaluators. The evaluation
request form help an employee to know about his/her current performance situation
and also know how to improve his/her performance in future.

Exhibit 2 Annual Self-Evaluation Form

This self-evaluation is an important tool in an employee ongoing in his/her personal
and professional development. The annual self-evaluation will help an employee to
manage his/her an acquire a full and accurate understanding of his/her progress
toward agreed-upon goals and objectives, self-role in business transactions, client
relationship development and cross-selling and an employee self-contributions to the
divisional and Morgan Stanley communities. It will also allow an employee to
identify attributes his/her feel need development to increase his/her professional
effectiveness. Annual Self- Evaluation Form help an employee to know about his
current position and also provide knowledge to progress him/herself.

Exhibit 3 Short Evaluation Form

This evaluation from is similar to evaluation request form. But it is short that the
previous one. Here the overall performance is judge by the area/ categories and make
a short list of that areas. The form specially used for identify the strengths points of
the performance and provide suggestion of further development.

Exhibit 4 Long Evaluation Form

Here the performance evaluation is judge by the Likert-type scale. There have five
scales available here. The most on is outstanding and the least on is unsatisfactory.
There have also a row of Not Observation. The Form helps the employee to calculate
his/her performance in details.

Exhibit 5 Annual Upward Evaluation

An evaluation form that judge by the closely supervised the work. The primary
purpose is development- to help an employees manager pinpoint managerial and
leadership strengths and development areas. It is also like the short evaluation form.
Here also the performance evaluation is judge by the Likert-type scale. There have
also five scales available here. The most on is outstanding and the least on is
unsatisfactory. There have also a row of Not Observation. The Form also helps the
employee to calculate his/her performance in details.

Exhibit 6 Evaluation and Development Summary Form

The form help an employee to identified in prior years evaluation and development
summary as well as business objectives set in the earlier year. Self-evaluation form is
refer to this form. The form have two parts. One is review the annual performance and
another one is future performance objectives of the employee.


Q: No.6:- How the organization generate the information through the form?
Answer: - The organization generate the information through the form by that way:-

1. Evaluation Request Form: - That specific form help the organization to know about
their employee performance that is evaluated by the subordinate, peer or internal
clients. That form help the organization to generate the information of internal
performance of an employee.
2. Annual Self-Evaluation Form: - This form is help to generate the information of an
employee self-realization and evaluation of his/her performance. That is help the
organization to generate the information about the employee personal comment of
that employees performance.
3. Short Evaluation Form: - This form is help to generate the information of an
employee strongest point of his/her performance. That form is help an organization to
generate the information of an employee personal strongest point of the performance.
Also know how to develop that employees performance.
4. Long Evaluation Form: - This form is help to generate the information of employee
in desalts and development process of that performance.
5. Annual Upward Evaluation: - As it is judge by the closely supervised the work so
organization is also generate the most in-depth information about the employee.
6. Evaluation and Development Summary Form: - This form help an organization to
generate the information about two things. One is review the annual performance
report and another one is future performance objectives of the employee. That helps
the organization to set the individual goal of the employee.

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