Performance Evaluation of Nestle
Objectives of the article:
This article focuses on the following areas.
1. To define the meaning and concept of the 360 degree performance appraisal process.
2. To communicate or inform the participants about the weaknesses of the conventional system and how 360 degree system overcome these weak areas.
3. To provide necessary skills to plan and implement a 360-degree appraisal System in the organization.
360 Degree Appraisal System :
A latest “performance management tool” is a 360 degree appraisal system. This process enables the individuals performance to be evaluated from an all around perspective and thereby provide more accurate information on an individual’s performance over a stated time period. The concept of 360 degrees comes from the number of degrees in a circle. Every point at the edge of the circle provides a direction or a dimension to its centre. So providing an employee with 360 degree feedback means that feedback comes from all directions like From your boss From your peers From your customers From your team members on special projects & alsoFrom those people who report to you. This leads toward validity and reliability of the performance appraisal.
CURRENT THINKING ON 360 DEGREE PERFORMANCE APPRAISAL Here we see that what factors we should keep in mind while appraising under 360 rule. 1. Do the various sources provide unique information. 2. Does 360 degree feedback result in improved performance 360 Degree Works Best When
1. Managers meet with their subordinates to discuss their upward feedback.
2. The Managers, receiving the feedback ,were initially not the top performers.
3. The Managers, receiving the feedback , initially think that they are performing better than do their subordinates.
4. The results are used for feedback rather than for decisions about compensation and promotions.
NOTE The above four concluded points are the results of a research conducted by executives in the American companies.
The points 1 , 2 are the findings of
This article focuses on the following areas.
1. To define the meaning and concept of the 360 degree performance appraisal process.
2. To communicate or inform the participants about the weaknesses of the conventional system and how 360 degree system overcome these weak areas.
3. To provide necessary skills to plan and implement a 360-degree appraisal System in the organization.
360 Degree Appraisal System :
A latest “performance management tool” is a 360 degree appraisal system. This process enables the individuals performance to be evaluated from an all around perspective and thereby provide more accurate information on an individual’s performance over a stated time period. The concept of 360 degrees comes from the number of degrees in a circle. Every point at the edge of the circle provides a direction or a dimension to its centre. So providing an employee with 360 degree feedback means that feedback comes from all directions like From your boss From your peers From your customers From your team members on special projects & alsoFrom those people who report to you. This leads toward validity and reliability of the performance appraisal.
CURRENT THINKING ON 360 DEGREE PERFORMANCE APPRAISAL Here we see that what factors we should keep in mind while appraising under 360 rule. 1. Do the various sources provide unique information. 2. Does 360 degree feedback result in improved performance 360 Degree Works Best When
1. Managers meet with their subordinates to discuss their upward feedback.
2. The Managers, receiving the feedback ,were initially not the top performers.
3. The Managers, receiving the feedback , initially think that they are performing better than do their subordinates.
4. The results are used for feedback rather than for decisions about compensation and promotions.
NOTE The above four concluded points are the results of a research conducted by executives in the American companies.
The points 1 , 2 are the findings of