360 Degree Apprisal

Topics: 360-degree feedback, Human resource management, Performance appraisal Pages: 17 (4950 words) Published: August 31, 2013
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VSRD-IJBMR, Vol. 1 (4), 2011, 205-216


A Study of 360-Degree Appraisal and Feedback System for Effective Implementation in Indian Corporate Sector 1

Shilpa Wadhwa* and 2Parul Wadhwa

Dissatisfaction is the real source of inspiration for future research work to provide rationale in the subject area. Almost every employee seems to be dissatisfied with their Performance Appraisal and always play the Blame Game. Why is it so? From the first ever Man to Man Rating System developed for the military personnel’s during the First World War to the well known 360 degree Performance Appraisal system, there seems to be always some gap between the expected and the actual. Winds of change are sweeping business organizations globally. Organizations jump on the bandwagon assuming that survey feedback results are valuable. Companies suffer through the experience of initially implementing the performance appraisal system, often confronting resistance from Managers about being evaluated by their subordinates and peers. Long term reactions and effects are rarely determined systematically, so if the organization continues to use 360 degree feedback, the only evidence for its effectiveness may be anecdotes from vocal participants. (Scott J.C & London M. (2004). During this phase of Global Scenario where no one is in safe zone, prices are shooting like rocket in the sky (crude oil prices), there are still some business players who offers value for money to their customers. Changes in the business environment have forced the organizations to rethink & reinvest their existing processes and develop new innovative strategies so as to sustain in this competitive world. As a Researcher, an online opinion survey through corporate networking sites was conducted looking forward to different viewpoints and suggestions on the question “Why most of the Indian Companies hesitate to apply 360 degree Performance Appraisal and Feedback System and what causes dissatisfaction to the recipients?” The outcome of this gives extensive scope of research to explore and develop the subject matter in ____________________________ 1 2

Lecturer, MBA Department, Apeejay Institute of Technology – School of Management, G.Noida, Uttar Pradesh, INDIA. Management Consultant, EXL Services, New Delhi, INDIA. *Correspondence : wshilpa.abs@gmail.com

Shilpa Wadhwa et. al / VSRD International Journal of Business & Management Research Vol. 1 (4), 2011

detail. Keywords: Performance Appraisal, Feedback System, 360 Degree Concept.

On the basis of an online survey on Why Indian Companies hesitate to implement 360 degree appraisal and feedback system, certain major reasons which were highlighted are:  In the Indian scene performance appraisal is used for multiple uses like yearly increment, salary review, potential assessment and promotion or demotion options etc which creates confusion for the employees.  Performance is not linked often to the corporate objectives; there are no individual development plans for the employees.   Managers tend to make verbal promises. Most of the problems exist, because of the poor implementation of 360 degree system. The introduction and implementation of this requires time and change in management culture which is generally by poor communication upfront, managers tend to criticize the performance, lack of poor documentation online/offline, lack of effective training and orientation, lack of interpersonal skills to handle different type of employees etc.  Another reason for which this system fails is because the organizations attempt to assimilate the 360 degree method with a traditional survey research, investigations attempt to maximize data collection with as many items/questions as possible and with large sample sizes.  In the case of 360 degree appraisal creating measurement instruments...

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