2011

PERFORMANCE MANAGEMENT
360O FEEDBACK SYSTEM

Neepa Sharma

INTRODUCTION
Performance Management Needs

1. Identification of Star Performers

i. To identify high potential employees/ star performers from various managerial levels in order to groom them for leadership positions in the future

ii. To incorporate an assessment process which is scientific, standardized and fair so as to demonstrate credibility of the process and gain confidence of all related stakeholders

2. Leadership development

i. To identify the strengths and weaknesses of key employees and to identify their development needs so as to plan and implement focused developmental initiatives ii. To develop a robust and sustainable leadership pipeline, so as to enable the organization to effectively pursue and achieve its business objectives

TALENT MANAGEMENT

Person-Job Fit
By matching the right personality with the right job in the right organization you can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction.

Client-Specific Competencies
Identify specific competency strengths and limitations that can be used as a starting point for identification of training needs and development at your company.

Talent Potential
Identify current and future star performers through commonly desired talents such as sales potential, leadership potential, and creative potential.

Leadership Style
Get to know your future leaders so you can make better placement decisions, ensure that their style matches an assignment or team, and provide them with an awareness of how their style will be perceived by others.

Big 5 Narrative Detail

Gain deeper insights into an employee's expected behaviors, motivators, and interpersonal style through interpretive information that describes the employee's tendencies along the Big 5 Global Factors.

The Big 5 Factors:

Openness to experience Conscientiousness Extraversion Agreeableness Neuroticism

ASSESSMENT SERVICE OFFERINGS

COMPETENCY MAPPING
Identifying key competencies for a job and incorporating them throughout various processes of the organization (job evaluation, training, recruitment). The competency is defined as a behavior (communication, leadership) rather than a skill or ability.

1. 2. 3.

COMPTENCY MAPPING

COMPETENCY ASSESSMENT
COMPETENCY DEVELOPMENT

In House/Public Orientation & Certification Programs in 16PF

Its a concept based on 16 Personality Factors, measured by the 16PF Questionnaire, derived using factoranalysis by psychologist Raymond Cattel.

6 different reports of the same person can be generated.

It has a reliability Index of 0.85 and has established validity Indices.

Organization Climate Study

The process of quantifying the culture of an organization. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior.

360 o Competency Based Assessment

Discussed later..

And

Wide variety of Testing Tools

Personality Assessment Tools

Occupational Personality Inventory

The Occupational Personality Questionnaire (OPQ) provides in-depth information on how individuals fit within a work environment, how they will work with others and their performance potential against job competencies.

Rapid Personality Questionnaire

RPQ is one of the most rigorously validated and respected psychometric tools available for both: 1) Employee development in the form of RPQ1 2) Selection in the form of RPQ2.

Function based Assessment Tools

Customer Service Questionnaire

The CS7 (Customer Service Questionnaire) identifies whether a person is likely to be successful in customer services and what his or her relative strengths and weaknesses are.

Advanced Sales Questionnaire

Self-report personality questionnaire- The candidates complete the questionnaire in their own time via the Internet. The questionnaire is devised to measure personality traits that are likely to have an impact upon success or failure in a variety of sales roles across all industries.

Other Assessment Tools

Motivation Questionnaire
These types of questionnaires try to rate how conditions found in the workplace could affect employees motivation (i.e. whether an employee would work harder or not in a given situation).

Firo-B Test
This easy to administer 15-minute test quickly gathers critical insights into how an individuals interpersonal needs can shape his or her interactions with others.

Belbin Team Analysis

The tool helps to analyze team membership roles, as a check for potential strengths and weakness within a team.

And
Executive Profile Survey Comprehensive Abilities Battery Series of Aptitude tests Creativity and Strategic Innovation Test Modules

o 360

FEEDBACK

What is 360o Feedback?

Also referred to as multi-rater appraisal, multi-source feedback or 360 degree profiling. It is a confidential process where a participant receives anonymous skill evaluations from a circle of stakeholders (peers, direct reports, a supervisor, etc). The results help determine the participant's priorities for development.

Benefits of

O 360

Feedback

Broader Scope of Feedback:

Feedback is received from all key stakeholders, not just a supervisor, providing a well-rounded view of how others perceive a participant's efforts.

Fair Feedback:
The 360 process is conducted in a confidential setting so raters can provide accurate and honest feedback. If there are only a few rater surveys, the results are combined in order to obscure rater identity.

Self Awareness:
Results are presented in a complete report that highlights the strengths and weaknesses of a participant's skills in a given set of competencies. It gives the participant a clear and accurate picture of their performance that could not be seen otherwise.

Self-Development:
Getting a clear picture of performance helps identify weaknesses that need to be improved as well as strengths that can be leveraged. Knowing the skills that need improvement is the first step towards creating a plan of development for short and long term.

Reduces Costs and Turnover:

360o feedback facilitates an environment that encourages self-development, which leads to job satisfaction. This minimizes turnover and the costs associated with replacing employees.

Other benefits:
Provides quantifiable data on soft skills Increases communication Supports teamwork Increases team effectiveness

Traditional Feedback System

SUPERVISOR

ME

Coworkers

360o Feedback System

Customers

Supervisor

ME
Reports ME

360O Competency Assessment

By assessing existing and aspiring managers on their Leadership qualities the managers will be able to effectively complete three tasks, mentioned in the following slides

TASK 1
1. Enables existing and aspiring leaders (irrespective of their position in the organizational hierarchy) to gain feedback on how well they are establishing the essential leadership conditions that will encourage others to follow them.

TASK 2
2. Develop a personal leadership plan to address each of the leadership conditions, i.e. how they will establish a shared understanding of the environment in which the organization is operating.

Shared understanding of the environment: A shared sense of direction A shared set of values and a feeling of team A shared feeling of power

TASK 3
3 . When completed a second time, track the progress. This tool can be used to: improve leadership effectiveness, effect change in the organization and/or initiate a specific training or development program.

Skills assessed:
Planning Delegating Negotiating Interviewing Communicating Developing Staff Motivating Staff Making Decisions Managing Change Serving Customers Measuring Results Handling Pressure Influencing Others Resolving Conflict

Books Referred
Coaching for Performance: Author: Whitmore John Edition 3, 2002 Publisher: Brealey Nicholas
The Art and Science of 360 Degree Feedback Author: Lepsinger Richard, Lucia Anntoinette Edition 2, 2009 Publisher: Pfeiffer

Books Referred
The Human Side of Enterprise Author: Douglas McGregor Edition 1, 1960 Publisher: McGraw-Hill
Catalytic Coaching Author: Markle Garold Edition 1, 2000 Publisher: Praeger Pub Text

Thank You,
Neepa Sharma