360 Degree Feedback Essay

HUMAN RESOURCE & MANAGEMENT

Research Article On:

LIMITATIONS OF 360 DEGREE FEEDBACK SYSTEM

DATE: xx March, 2015 SUBMITTED BY: GROUP-1 Akshat Ankita Deepak Harish Hitesh Sriram

ABSTRACT:

Performance evaluation is one of the capacities of Human Resource Management for measuring and assessing the performance of the employees in an organization over a period of time against the set benchmarks. Diverse systems are used for assessing and evaluating performance by different types of organizations and 360 degrees performance evaluation is one of them. Despite the fact that it is not extremely prevalent in India, however numerous organizations use this method for measuring employee’s

once at the time of setting up of the objectives and second when the feedback is given then it turns into 720 degrees feedback. How this 360 degrees appraisal began can become clear from its short history:

 In the beginning of the twentieth century the feedback of the workers mainly depended upon their relations with their supervisor and not on their productivity. Consequently the appraisal framework was full of biases

 In early 1950's, Management by Objective (MBO) came into picture. MBO occupied the attention on living up to expectations towards accomplishment of organizations objective and after that focusing on accomplishing group and individual objective. Subsequently performance got to be measurable against the set standards and as a result performance improved and job satisfaction also expanded. Anyhow this was likewise not free from bias as the group part could be evaluated on the group's execution and not on their individual

This can influence the relationship among the employees and therefore can influence the performance of the organization because of strained relationships among divisions

 Everyone has his own particular mentality and desires. No two personalities can be same and in an organization employee working at diverse levels can have distinctive sentiments about a same individual. The superiors could have an alternate perspective point than the subordinates. The feedback likewise relies on the desire of a specific individual, in this way there can be contrast of conclusion and the feedback can be influenced

 The performance of past is being judged and no such feasible arrangements for future are made by utilizing this method. Subsequently the past information of the employees last year’s performance can't be useful in choosing the future approach. As being what is indicated future is indeterminate so no one can anticipate how the employees will behave in the future and one can’t be sure if they’ll act in the desired