Methods of Improving Organizational Knowledge
Knowledge is the new lubricant that runs the world economy. We live in what Alvin Toffler called the “Third Wave Society”. A society built around the new and emerging paradigm around knowledge as the new capital. The information technology and related industries function on the basis of knowledge as the medium of input and output. […]
Benefits of a Career Development System
Career development programs are most effective when they are integrated with the organization’s ongoing training and development strategies. For being able to do this, an organization must have a carefully designed career development system especially designed to meet its own unique needs and requirements. An automated and well-designed career management system not only benefits organizations […]
Role of Participants in a Group Discussion
The Group discussion is a task, which is generally aimed at understanding and evaluating candidate’s behavior in a group. Through this method, interviewers can compare and assess a candidate’s knowledge, communication, and mental strength. It is quite obvious through the name that Group discussion involves more than one members and it happens within a group. […]
Work Life Balance: Different Perceptions
Before we try to understand the reasons of work & life imbalance, we need to understand what perceptions do various people have about the work-life balance priorities and how they strive for attaining a harmonious balance between their personal life and work life. The causes of work-life balance could be many such as tedious and […]
HR Scorecard: Aligning People, Strategy, and Performance
HR Scorecard Aligns People, Strategy, and Performance Organizations consist of people who perform the needed work for them. Also, such work is determined by the strategies that the organizations plan for the year or quarter ahead. Thus, it can be said that while the organization strategizes, the people implement the strategy. In this context, there […]
360 degree feedback is also known as multi-rater feedback or multi-dimensional feedback or multi-source feedback. It is a very good means of improving an individual’s effectiveness (as a leader and as a manager). It is a system by which an individual gets a comprehensive/collective feedback from his superiors, subordinates, peers/co-workers, customers and various other members with whom he interacts.
The feedback form is in a questionnaire format, which contains questions that are significant to both individual as well as organization from performance aspect. It is filled by anonymous people. The number of people from whom feedback is taken can range from 6 - 20.
The individual’s own feedback is also taken, i.e., he self-rates himself and then his rating is compared with other individuals ratings. Self ratings compel the individual to sit down and think about his own strengths and weaknesses.
The primary aim of a 360 degree feedback is:
It must be noted that the assessment of individual by other people is subjective.
A 360-degree feedback is challenging, promoting and analytical. It should not be regarded as ultimate and concluding. It is a beginning point. Self-assessment is an ongoing process.
360 degree feedback provides a comprehensive view of the skills and competencies of the individual as a manager or as a leader. The individual gets a feedback on how other people perceive and assess him as an employee.
360 degree feedback is beneficial to both an individual as well as organization. It leads to pooling of information between individual and other organizational members. It encourages teamwork as there is full involvement of all the top managers and other individuals in the organization. It stresses upon internal customer satisfaction. It develops an environment of continuous learning in an organization.
Based on a 360 degree feedback, the individual goals and the group goals can be correlated to the organizational strategy, i.e., the individual and the group can synchronize their goals with the organizational goals.
The feedback must be confidential so as to ensure it’s reliability and legitimacy. The feedback must be accepted with positivity and an open-mind. The effectiveness of the feedback must be evaluated and analyzed on a regular basis.
Your email address will not be published. Required fields are marked *
Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
