This is also called a multiple feedback approach for conducting a performance appraisal. Several past research has shown that 360-degree method of evaluation is an accurate, reliable and authentic source of information. In this method, the supervisors, subordinates, peers, customers are included to assess the performance of an employee. Considering the organizational culture and the mission of the company, the management would be able to gather diverse information related to the performance of the employee. In any organization, no policy would create enough uproar, like the change in the feedback system, would do.
The 360-degree system of employee assessment is a positive addition to the performance appraisal system of the company only when a healthy feedback session is conducted by keeping in mind the mission, vision, and objectives of the company and the performance of the employee compared to the benchmark. It must have a specific purpose; just starting 360-degree system of appraisal because other companies have also implemented it would be a wrong choice. The employee should be allowed to fill his/ her own assessment form so as to list down his achievements, assure the employees of its anonymity, verify that the data received is genuine and compile the reports accordingly 1997, p.
Due to increasing responsibility for the new activities in organizations these days, the roles and the responsibilities of the Human Resource (HR) managers have been redefined in the companies. This is because the new strategic planning framework in the companies has included several additional functions in the companies. Much research has been conducted to identify the exact functions of the HR professional in the strategic planning framework.
Three specific roles of HR professionals have been identified keeping in mind the benefits that it would be delivered to the stakeholders of the company.
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