The 360-degree appraisal approach entails collecting performance information from several workers who interact with the employee being evaluated. For example, information can be collected from supervisors, subordinates, customers, and peers. In some situations, employees also evaluate their own work as a part of the 360-degree appraisal process. The 360-degree appraisal is designed to provide a comprehensive perspective on an employees performance. Some organizations use the 360-degree appraisal process mainly for developmental purposes because the results can be contradicting. The 360-degree appraisal process is a helpful foundational step to learning an employees strengths and weaknesses and then using that information for generating goals for MBO. Most employees prefer the 360-degree appraisal process because of its comprehensiveness and the amount of information that emerges from multiple sources. The following image is an example of different individuals who could potentially evaluate an employee during a 360-degree appraisal. Assignment Create a slide presentation that you will be presenting to your entire organization relating to the implementation of a 360-degree feedback appraisal process. Prepare 10 slides and notes to go along with each. Make a persuasive presentation. As the VP of HR (known for being creative and intelligent), your task will be to define this unique performance management appraisal tool, how it will be implemented, the added value to each employee of using this type of system, and what the consequences might be of an employee receiving a low rating. Please use the sources provided. SOURCES ASQ.org. (n.d.) What is a decision or Pugh matrix? Retrieved from https://asq.org/quality-resources/decision-matrix. Higgins, J. (2014). Bringing HR and finance together with analytics. HR Magazine, 59(11), 44-46. Lowisz, S. (July 2008). Six good metrics. Recruiting Intelligence (ere.net). Retrieved from https://www.ere.net/2008/07/07/6-good-metrics/. Mahoney-Phillips, J., & Adams, A. (2010). Getting the measure of HR. Strategic HR Review, 9(1), 5-9. Roberts. M. (Nov. 17, 2018). How hiring managers screen job applicants. Retrieved from https://www.thebalancecareers.com/how-do-hiring-managers-screen-job-applications-1669574. Shah, S.; Horne, A.; and Capella, J. (April 2012). Good data wont guarantee good decisions. Harvard Business Review. Retrieved from https://hbr.org/2012/04/good-data-wont-guarantee-good-decisions Zielinski, D. (2014). Get analytical. HRMagazine, 59(11), 61-62. Boyd, N., & Gessner, B. (2013) Human resource performance metrics: methods and processes that demonstrate you care. Cross Cultural Management 20.2 (2013): 251-273. Chhinzer, N., & Ghatehorde, G. (2009). Challenging Relationships: HR Metrics and Organizational Financial Performance. Journal Of Business Inquiry: Research, Education & Application, 8(1), 37-48. Five steps to effective metrics. (2005). Strategic HR Review, 4(3), 7. Mirza, B. (2011). Cost-per-hire metric standard open for comment. HR Magazine, 56(3), 80. Wroe, N. (2012). Innovations in Talent Analytics. T+D, 66(8), 30-31. Custom Insight (2018). What is 360 Degree Feedback? Retrieved from https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp 10 Benefits of Starting an Internship Program. Retrieved from https://www.internships.com/employer/resources/setup/benefits The American Apprentice. (2013). HR Magazine, 58(11), 32-36. Career and Professional Development Center (2016). Tips on a successful internship, sponsored by General Electric. Retrieved from https://www.youtube.com/watch?v=QHhV3_AxRLE. Career and Professional Development Center (2016). Tips on a successful internship, sponsored by General Electric. Retrieved from https://www.youtube.com/watch?v=QHhV3_AxRLE. Houston, L. (2014, Apr 23). Top law company hails benefits of on-the-job training. Belfast Telegraph. ntern Queen Inc. (2016). How to run a successful internship Program?|The Intern Queen. Retrieved from https://www.youtube.com/watch?v=hnSqhSaLFW8. ones, D. A. (2011). Apprenticeships back to the future. Issues in Science and Technology, 27(4), 51-56. 10 Internship Characteristics that Attract Exceptional Interns. Retrieved from https://www.internships.com/employer/resources/setup/10-internship-characteristics-that-attract-exceptional-interns
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