A study on necessities and challenges associated with implementation of 360 – Degree feedback in Higher education system – with special reference to professional studies in Andhra pradesh, India
M. Praveen Kumar
Abstract : 360 degree feedback, also known as “'multi-rater feedback', or multisource feedback,” is the comprehensive feedback that comes from all the sources that come in contact with the employee on his job. The report is a comprehension of self appraisal, superiors appraisal, subordinates appraisal and peer appraisal. The results helps to track the changes occur in the employee in various aspects and gives rise to required action. For instance training and development, career goals of the employees, and thus leads to prepare a developmental plan. The results are also used by the management some times to take administrative decisions like pay and promotion. On a whole it works like a double edged sword from appraisal to development. This article focuses on importance of varied applications of 360- degree feedback, and the barriers involved in the implementation process with relevance to professional studies
Need for 360 – degree feedback:
In most traditional methods of appraisal, the communication is one way, from the boss to subordinate. Many methods are mechanical, only numbers are considered for appraising employees, with no weight age to human factors. The results of all these methods are not encouraging and employees feel hesitate to listen to their feedback, and at the same time managers also try to be good and avoid giving negative feedback When it comes to the academics delivering academic excellence mostly lies in the hands of the faculty and their co staff, thus delivering the promised value of services should always been a higher criteria, and that would be measured and weighted in a proper and genuine manner to deliver the excellence In 360 – degree appraisal, also called as multi-ratter assessment the facilitators receive feedback from their superiors, students, parents and others some times. Multiple ratters as well as multiple techniques used for assessment Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into academic planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their department head/ manager. Directors are appraised by the Management, who is appraised by the chairman or organization owners, depending on the size and structure of the organization. Annual performance appraisals enable management and monitoring of standards, agreeing expectations and objectives, and delegation of responsibilities and tasks. Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning. Performance appraisals also typically feed into organizational annual pay and grading reviews, which commonly also coincide with the Academic planning for the next academic year. Performance appraisals generally review each individual's performance against objectives and standards set for the academic year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning in the academics - for individuals, crucial jobs, organization, and for the all stake holders as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. It also helps in delivering academic excellence of the institution. Performance appraisals provide a formal, recorded, regular review of an individual's...
Please join StudyMode to read the full document