720 objectivity and incremental validity to the

720 DEGREE PERFORMANCE APPRAISAL –TWO ROUNDS OF FEEDBACK (PRE AND POST-TEST)ABSTRACT – PerformanceAppraisal is an important tools in the hands of personnel management becausethis technique accomplishes the main objective of the organization to the developmentof the people by appraising the worth of the individual.

Therational behind these appraisal system is that different evaluationperspectives add objectivity and incremental validity to the assessment ofindividual performance. The success of an organization depends on theperformance of the employees and it’s the human tendency to judge everythingand everyone around them. There are different method of Performance Appraisalbased on the type of the organization, size of the organization and also theperiod when it is used. The 720 degree evaluation is emerging as a possiblealternative appraisal technique. Organizations are slowly but steadilyrealizing the need for this new system, which is better than the existing 360degree evaluation, especially in terms of the focus of the evaluation and theinvolvement of the evaluators in the process.Soas the name suggests 720 degree performance appraisal is the evaluation of theperformance of the employee from all the aspects and giving timely feedback toensure that the person is able to achieve the set goals before the nextappraisal.Inmodern business scenarios where job roles have become more diverse it’s noteasy to measure the performance of any employee. This is where performanceappraisal methods can be really helpful .

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

This paper subjects to the need of 720degree performance appraisal in current business scenario and justify an upperhand of 720 degree performance appraisal over other traditional approach.   INTRODUCTION– Oneof the major challenges of modern competitive organizations and institutions isEmployee Development where Employees are the greatest Asset and backbone of an organizationso called as the Human Resource. It is the very need of every institution to value,nurture and retain their employees with them, which is beneficial for organizationalsuccess. In the beginning an employee is like a Flower Bud which has to begiven proper care and support through developmental activities to blossom likea Flower. Development can take place through number of training, motivation anddevelopmental activities. Motivational factors like Promotion, Appraisals, Recognition,Respect and Rewards are the few to enhance the employee skills and activities .Soemployer need to spend some time and resource in developing and appraisingtheir employees.

Benefits of Performance Appraisal are reaped by both employeeas well as the organization where he renders his service.Fromthe time Human beings have evolved they have employed different methods toappraise the performance starting from the traditional “comparison method” tothe modern “720 degree appraisal method”The720 degree evaluation is the emerging as a possible alternative appraisaltechnique. Organizations are slowly but steadily realizing the need for this newsystem, which is better than existing 360 degree evaluation, especially interms of the focus of the evaluation and the involvement of the evaluators inthe process. For instance, the 360 degree appraisal facilities the formalassessment of an employee by the evaluators like the customer or the employee, possiblywith the help of appraisal forms. But the 720 degree evaluation goes one stepfurther and insists on a better focused, personalized and in depth review ofthe employees occupying managerial positions. The evaluation of the employee isusually done through detailed personal interviews with the performanceevaluators. The 720 degree evaluation concentrates more on what matters themost for an organization. For instance, it could be clients views and perceptionsof the performance of the employees.

The merit of this method is that it makesboth the evaluator and the employee happy and comfortable. While the clientswould appreciate a company which is more responsible and serious in knowingtheir opinions, the appraised employee would feel happy to be evaluated andappreciated by the clients they serve.ToJudge the performance of the employees, the traditional approach is no longereffective, because of heavy workload of managers and supervisors, they unable togive sufficient time for judgment and for fair, accurate performanceappraisals.

The major problem in the traditional methods of appraisal was thatit did not guide the employee after the appraisal that’s why the 720°performance appraisal was introduced. Which will helps the managers to measure,analyzed the performance of the employees at the same time it will provideproper feedback and guidance to the employees to achieve their set targeteffectively.    LITERATURE REVIEW – Astudy on “Customer Centric Evalations”by Galbreath, Richard D and also thepaper “Ask The Customer “by Jacobson, Leo, demonstrates the importance of usinga 720 degree performance appraisal system , in the sense that in such type ofan appraisal system, the expectations of customers are clearly aligned with theperformance goals of the employees. This increases the loyalty of the customerstowards the organizations thereby increasing profits of the organizations. Anotherpaper “Clarifying the structure of justice using fairness perceptions ofperformance appraisal practices” by Paul W Thurston Jr, Pin points that thenew trend of using a 720 degree appraisal system, does away with all biases, prejudicesand discriminations while evaluating of employees.OBJECTIVES OF THE STUDY –·        To identify the difference between the 720 degree performanceappraisal system and traditional performance appraisal system.·        To identify the need to incorporate the new 720 degreeperformance appraisal system.·        To study the various dimensions of the 720 degree performanceTo identify the difference between the 720 degree performance appraisal systemand traditional performance appraisal system.

·        To identify the need to incorporate the new 720 degreeperformance appraisal system.·        To study the various dimensions of the 720 degree performanceappraisal system.·        To develop a model to determine the role of 720 degreeperformance appraisal for evaluation of professors in educational institutions. DIMENSIONS OF 720-DEGREE PERFORMANCE APPRAISALa) PRE APPRAISAL FEEDBACK   This isthe first appraisal step that is done after the feedback is collected from thedifferent dimensions or people with whom the employee would interact. In thisstep, the performance is evaluated, targets are set and feedback or training isorganized to help the employee achieve the target.  b) SELF APPRAISAL   Theemployee is given a questionnaire and asked to evaluate his performance andthrough this method, the employee gets an opportunity to express his thoughtsand his valuation of strengths, weakness and judge his performance. This is anappraisal by the person himself/herself. c) PEERS/COLLEAGUES APPRAISAL   Thefeedback from the peers or colleagues is important as it helps to understandthe ability of the employee to work as a team, co-operate, co-ordinate withothers and bring out the best.

The peers are supposed to give a  d) CUSTOMER APPRAISAL In order tosurvive in the current competitive market, Organizations aim at achieving highcustomer satisfaction. Customer feedback helps to analyze the customer? pointof view and help to improve the person and the Organization. e) SUB-ORDINATES APPRAISAL   Thefeedback of the sub-ordinates is essential to analyze the organizing skills ofthe employee and to understand his abilities like communication and motivatingabilities, ability to delegate the work, leadership qualities and way ofhandling responsibilities.  f) MANGERS/SUPERIORS APPRAISAL   Inthis, the performance, responsibilities and the attitude of the employee isevaluated by the Superiors or Managers.  g) POST APPRAISAL FEEDBACK   It isthis step that makes the 720-degree performance appraisal different and betterthan the 360-degree performance appraisal method. In this step, the performanceis evaluated based on the target set in the Pre appraisal and feedback isgiven.

Timely feedback and guidance helps to make the employee improve hisperformance.  MERITS OF 720-DEGREE PERFORMANCEAPPRAISAL:  720 Degree performance appraisal will help increating a synergetic work environment and will help to bring out the best ofeach employee. The other benefits of the 720 degree performance appraisal areas follows:   It helps in better analysis and improvedfeedback from different dimensions Helps to develop a better and co-operativeteam  Reduces the appraisal barriers like prejudice,bias and discrimination Customer feedback is valued. Better customerservice and satisfaction can be obtained  Encourages transparency and feeling of treatedjustly.   DEMERITS OF 720 DEGREE PERFORMANCEAPPRAISAL:The appraisers consider that 720Degree performance appraisal method is a time consuming process. The appraisers consider that themonetary requirement is higher for 720 Degree performance appraisal method asappraisal/feedback has to be done twice. The appraisers consider that theremight be quality problem as all the 7 dimensions of appraisal in 720 Degreeperformance appraisal method might not be accurate.

  WHY COMPANIES SHOULD USE 720…? This system is more developmentfocused than performance alone, and supplements training and developmentfunctions in a better way. A powerful developmental tool because when conductedat regular intervals it helps to keep a track of the changes, others’perceptions about the employees. Many organizations are beginning to realizethat the skill base of their executives and managers does not match therequirements of a rapidly changing environment. Without these criticalcompetencies, executives and managers are less likely to be able to lead theseorganizations toward successful implementation of strategic changes  METHODOLOGY–The study is descriptive in nature.The secondary data is used for the study. The secondary data is collected fromthe various books, journals, articles etc.  FINDINGS: As per research paper International Journal of Multidisciplinary Research here are thefindings PARAMETERS RESULT IN PERCENTAGE CURRENT APPRAISAL METHOD USED More than 30% of the selected New Economy companies use 360 Degree performance appraisal method and Management by Objective.

Approximately 25% of the companies use the Human Resource accounting method. AWARENESS OF 720 DEGREE PERFORMANCE APPRAISAL METHOD 30% of the appraisers are aware of the 720 Degree performance appraisal method and only 8% of the employees are aware of 720 Degree performance appraisal method. Most of the employees and appraisers are not aware of the 720 degree performance appraisal method.

 EMPLOYEES APPRAISED OWN PERFORMANCE Approximately 61% of the employees have appraised their own performance in their career and were able to evaluate their career graph. Employees are able to appraise their own performance effectively.  EMPLOYEE APPRAISE OTHER EMPLOYEES 75% of the appraisers stated that employees will be able to appraise other employees effectively. 75% of the appraisers consider that the employees who come in contact with the other employees will be able to appraise them better as they work together and will be able to evaluate each other in different levels.

Appraisers state that employees will be able to appraise other employee performance effectively. INFLUENCE – PERSONAL BIASES 68% of the employees stated that Personal bias and prejudice influenced their appraisal. Hence, it is necessary to introduce an objective multi-dimensional appraisal method like the 720 Degree performance appraisal method where personal bias cannot influence the appraisal process. DISADVANTAGES OF 720 DEGREE PERFORMANCE APPRAISAL METHOD a) 85% of the appraisers consider that 720 Degree performance appraisal method is a time consuming process. b) 10% of the appraisers consider that the monetary requirement is higher for 720 Degree performance appraisal method as appraisal/feedback has to be done twice.  c) 5% of the appraisers consider that there might be quality problem as all the 7 dimensions of appraisal in 720 Degree performance appraisal method might not be accurate. d) The appraisers consider the 720 Degree performance appraisal method as a time consuming  IMPLEMENT 720 DEGREE PERFORMANCE APPRAISAL METHOD 55% of the appraisers stated that they would like to implement the method and 45% were not interested.

720 DEGREE PERFORMANCE APPRAISAL METHOD – IMPROVE PERFORMANCE 90% of the appraisers consider the 720 Degree performance appraisal method as an effective method and are positive that implementation of this method would help to improve their performance. SATISFIED – CURRENT APPRAISAL METHOD 80% of the employees stated that they were not happy with the current appraisal method and would prefer the use of a more effective method to measure their performance. Hence, it is necessary to implement the 720 Degree performance appraisal method. Employee respondents are not happy with the current appraisal methods used and hope for a change for the better      CONCLUSION–After the research on 720degree appraisal, we come on the conclusion that it should be a part of every organizationand not only in industries but in education institutions too. Compared to anyother appraisal system 720 degree performance appraisal is effective and wouldbe successful as it includes giving candid feedback and follow up.

The need of720 degree appraisal is because this is an objective method that cannot beinfluence by prejudice, personal bias and discrimination.  It increases transparency and and feeling oftreated justly.  

x

Hi!
I'm Ruth!

Would you like to get a custom essay? How about receiving a customized one?

Check it out