Diagram
1.0 - Holistic view of 360 Degree Appraisal
(source:
Satyawan et al, 2012)
According to Figure 1.0 (Satyawan, et al., 2012), the 360-degree test as proposed, provides feedback from various levels as described above. Where this assessment helps employees to have a complete view of the impact, they have on the Organization due to their performance. While 360-degree testing helps employees progress in the workplace, it does help managers gain insight into how their leadership style is intertwined and influential among employees. (Satyawan, et al., 2012).
The purpose of the 360-degree test is primarily leadership development. This could further test the change in Leaders' behavior in management; because they receive feedback from all parts of the Organization and thus ultimately influence the change and progress of the organization (Satyawan, et al., 2012).
According to (Thomas, et al., 1997), 360 appraisalals provide an opportunity for those under their control to express their views to managers about their behavior and style. Therefore, this can help employees to see their strengths and weaknesses in a holistic way, where weaknesses can be reduced by training and development processes. In addition, it promotes two-way communication and enhances the self-esteem of the underprivileged (Thomas, et al., 1997).
In contrast to traditional testing, 360-degree testing focuses on the skills required throughout the Organization. Thus, by assigning the burden of testing to more than one person, the many errors and prejudices found in traditional tests can be minimized (Drakes, 2008).
According to (Riboldi & Maylette, 2007), more viewing of test results will be more comprehensive in staff performance and thus lead to a reduction in discrimination and discrimination that can lead to individual assessment.
Advantages
and disadvantages of 360 degree performance testing
As
with all 360-degree performance performanceraisalal they have a pro and a pro.
Let's take a look at the pros and cons of a 360-degree performance appraisal
system.
Advantages of 360-degree test
- ·
This
program provides a complete overview of employee performance.
- ·
Improves
the reliability of the performance appraisal system
- ·
Feedback
from partners helps to strengthen the employee's self-improvement process
- ·
It
also increases the responsibility and vigilance of employees to their customers.
- ·
Different
perspectives from different combined dimensions provide a more precise 360
degree test.
- ·
Many
persuasive ideas can be collected from different participants.
- ·
Here
not only the manager but also his colleagues have the responsibility to monitor
the performance of the employees which empowers them.
- ·
Employees
are encouraged to look down on themselves.
The Disadvantages of the 360-degree test
- ·
The
process is very long, complicated and time consuming.
- ·
If
the answer is found in the exchange of staff it could create a problem and
tension between the employees.
- ·
Much
effort must be made to train an employee to make the most of his or her
360-degree assessment program.
- ·
It
is very difficult to get results.
- ·
Some
reversals are useless and require careful removal.
- ·
A
suspicious place in the organization can be created as the information is not
available to everyone.
Importance
of 360-Degree appraisal to HRM
The 360 review is a technical
opportunity given to colleagues to provide a 360-degree feedback on the
performance of a colleague. Traditionally it could be the HR department or the
employee reporting manager asking subordinates to provide their feedback.
Many organizations use an online
survey method to work with an employee and empower them to provide operational
feedback. An online research tool is very useful in gathering feedback and
providing a clear understanding of staff performance.
References:
Drakes, S, (2008),
“Everybody counts”, Black Enterprise 38(1), 58–59, cited in Robert, WDZ,
(2018), The influence of a 360-degree performance appraisal on labour
productivity in an automotive manufacturing organization, South African Journal
of Economic and Management Sciences, p. 2.. Accessed Aug. 2023.
Riboldi, J, &
Maylette, T., (2007), “Using 360 feedback to predict performance”, T&D
61(1), 48–52, cited in Robert, WDZ, (2018), The influence of a 360-degree
performance appraisal on labour productivity in an automotive manufacturing
organization, South African Journal of Economic and Management Sciences, p. 2..
Accessed Aug. 2023.
Satyawan, B, Sharma,
C, and Bhatt, JK., (2012), “360 Degree Feedback Appraisals- An innovative
approach of Performance Management System”, International Journal of Management
& Information Technology, 1(2), p. 57-8, 60.. Accessed Aug. 2023.
Thomas, NG, Michael,
M & Mary, F., (1997), 360 degree feedback: Its role in Employee
Development, Journal of Management Development, 16(2), p.136-144. Accessed Aug. 2023.
