360 degree appraisal

system

What is 360 degree

feedback
Also

known as multi-rater feedback,

multi- source feedback, full circle
appraisal or group performance
review
Uses full circle of people with whom
the employee interacts: supervisors,
subordinates and co-workers.
Used as a developmental tool

Who should do the

appraising
Immediate

supervisors
Subordinates
Peers
Rating committees
Self
Customers

Objectives
Providing

insights into strong and

weak areas of the candidate
Identification of developmental
needs
Generating data for R&R purpose
Reinforcing organizational
effectiveness interventions
Aligning individual and group goals
with organizational vision and goals
Culture building

 Leadership

development
Potential appraisal and development
Career planning
Succession planning
Team building
Role clarity

Advantages
More

credibility
Emphasises difference between self
perception and reality
Positive effect on employee
Strengthening
of
leadership
competencies
Increased customer orientation

Disadvantages
Expecting

improvements too soon

Sensitive employees may feel
exploited/demotivated
Without organizational support, it
may not work
Too much cost

Balanced Scorecard
An

approach
to
translate
an
organizations vision into a set of
performance indicators.

Four

kinds of measures:
1. Customer: Measures customers'
satisfaction and their performance
requirements for the organization
and what it delivers, whether it's
products or services.

2. Financial: Tracks the companys financial

requirements and performance.
3. Internal Business Process: Measures the
critical-to-customer process requirements
and measures. Eg reworked units, process
cost.
4. Learning and Growth: Focuses on how
the company educates their employees, how
it gains and captures its knowledge, and how
it uses it to maintain a competitive edge
within its markets.

What to define?
Strategic

objectives- strategy for

achieving a perspective
Measures- how progress of that
particular objective will be measured
Targets- target value sought for
each measure
Initiatives- what will be done to
facilitate reaching out the target

Purpose of the BSC

Clarify

and update strategy

Communicate strategy throughout
the company
Align unit and individual goals with
strategy
Link strategic objectives to long term
targets and annual budgets
Identify and align strategic initiatives
Conduct
periodic
performance
review to learn and improve

Challenges in
implementing BSC

Too few measures per perspective

Too many indicators which may not all be
critical
Measures may not reflect organizations
strategy
Linking non financial indicators to financial
results
Lack of senior management commitment
Not integrated with company management
review process- used as stand alone tool

 Keeping

scorecard only at top levelno deployment to all levels

Long time taken to develop BSC
process
BSC implemented without sound
strategy