Assignment on Review of Literature

on Implication of 360-degree Feedback on

Organisation’s Growth.

Submitted to: Submitted by:

Dr. Mrityunjoy Roy Amin Ahmad (Roll no -35)
(Assistant Professor)
Human Resource Department
Introduction

360-degree feedback is modern methodology of employee performance analysis. It

presents a transparent image of the employee's performance. It supports the organization
for being adaptive and flexible per the requirements of their personnel. within the 360-
degree feedback typically comments and views square measure taken from superior,
peers, subordinates, employee and customers, and when the analysis is complete the
feedback is shared with the worker giving them a transparent illustration and even
suggesting areas for his or her growth by giving career developmental sessions. This
presents the study of human resource literature and analyses the contribution of 360
feedbacks for each worker and organizational growth.

Challenges and Opportunities

Many corporations avoid 360-degree worker analysis owing to its complexness. There’s a
great deal of bewilderment regarding 360-degree feedback, that is unfortunate, as a result of it
can be a robust tool for individuals to enhance their performance, notably at the upper levels
in a company.

Successful organizations attempt to gauge and guide their workers toward constant
improvement, however a typical performance review system is commonly found
wanting. whereas a lot of and a lot of firm’s square measure desegregation a way referred to
as 360-degree feedback into their review method, some square measure finding that it
isn't going as sleek and straightforward as that they had hoped.

When rigorously enforced, 360-degree performance appraisals offer leaders a refreshing lift
up morale, contributory to productivity, increasing the organization’s competitive advantage.
To avoid mistakes, managers should have a transparent vision of implementing the
method and also the one who analyses the results should be have the expertise to interpret the
feedback accurately.

Process of 360-degree Feedback

Historically, 360-degree feedback was utilized in USA military (1940s), soon the
company corporations utilize this technique for individuals (1960-1970). Through literature
search the model is customized for 360-degree feedback. It is a structure method that includes:
planning, conferences with the ratee, feedback tool coming up with, development of report,
results delivery, review the feedback, learning The supervisor is that the main feedback
collector and completes the full feedback cycle. He ensures the delivering of results of the
feedback to the ratee in very constructive manner and re-invents the decide to overcome the
deficiencies. As a rater the supervisor may give simpler feedback with full data of existing
skills and competencies for the work needs. However, the private bias is that the major
disadvantage.
Most of the time, the ratee may additionally provide valuable feedback of his/her weakness and
strengths. However, it could be too positive or may well be self-demeaning. Multiple-Peer
raters are simpler in prediction of the future growth particularly in team–oriented task.
Feedback from subordinates principally rates on the social skills over two subordinates act as
rater to urge average rates. Customers as rater are the foremost valuable in their feedbacks on
outputs instead of work processes internal of the organization.

Reasons for adopting 360-degree feedback

“360 degree appraisals are classics. 360 degree appraisals are a strong addition to the
performance management system. It ought to be in alignment with the strategic aim of the
organization. The author additionally focuses on the success of the 360-degree feedback. It is
a success solely as a result of few factors just like the purpose being clear, organization
readiness, worker preparation, the way it has to be run, and at last effective delivery of the
feedback”

It highlights on the impact of gender differences on seniority level by mistreatment 360 degree
assessments that incorporates a behavioural impact on influencing, leadership and team
behaviours. The author steered that in every organization the workers ought to be acquainted
with the prestigious factors of modification method still with the hierarchical systems of
authority. The study additionally imparted on development of leadership system in an
organization.

“360-degree feedback is an effective performance evaluation method to measure the efficiency

of a person. The feedback helps in removing the misconceptions or wrong perceptions”.

Benefits of 360-degree Feedback

Growth of Individual: It is necessary to establish the analysis as a method, not simply a one off
event. That way, 360-degree feedback will be captured at completely different points in time to
spot achievements and more development areas. Also, establishing the analysis over time
ensures that the method is that specialize in individual growth and development.
Managers ought to meet with staff to debate feedback and to form short and semi
permanent personalised plans for development.

Growth of Organization: The use of 360-degree feedback for structure growth could be
an immense advantage. Through the analysis method and consequent coaching it will help in
determining and encouraging potential leaders and talent at intervals in organization. this
might end in employees moving to higher positions, deed new strategic skills, or being
crossed-trained in alternative key areas. All of those advantages ultimately provide the
company a competitive advantage.

Boost Retention: 360-degree feedback effectively it will reduce employee turnover and
increase retention. Having a powerful specialise in employee development shows a company’s
commitment to their staff. staff appreciate the coaching and development opportunities, which
might cause accrued motivation, productivity and career satisfaction.

Easy Flow of Communication: Adopting the 360-degree feedback practice allows employees
within the company to treat every other’s work. This opens a setting made in communication
and permits issues to be addressed and resolved. Corporations and organizations that
communicate effectively are persistently likely to retain the most effective employees.
Other Advantages: “It helps in the purpose that recipients of feedback receive valuable
information about their strength and weakness which can help them in defining their careers”.
It can resolve dispute as Individuals may be able to express their concerns which was perhaps
not expressed, leading to cause of conflict involving individuals.

Conclusion

The literature review discusses that the 360-degree feedback to achieve success the
organization ought to have 2 main aspects i.e. the process and therefore the purpose. till and
unless the process and therefore the purpose of the implementation is obvious to the
people at intervals the organization it'll never be successful. 360-degree feedback has in the
main 2 functions to unravel i.e. appraisal and training and development. As recruitment
is one in all the crucial elements of the organization a wrong selection of candidate
will result in decrease in productivity. In order to incorporate 360-degree feedback
to recruitment we'll get a clearer image of the person we are hiring as we have a multi-rater
feedback. Citing an example “In case we are hiring a candidate from a MBA College we can
have their professor, class mates, recruiter itself as the multi raters, where all contribute in
giving a clearer view of the candidate as a best fit for the opening.”