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PRESENTATION ON 360 DEGREE APPRAISAL Presented By-: Avanish tripathi Prabhakar Kumar D I T School of business M B O

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In order to make appraisal more objective , transparent and Participative concepts such as self-appraisal , peer appraisal, Subordinate appraisal and appraisal by customer were introduced. 360 degree system involves evaluation of a manager by every One . Structured questionnaires are used to collect responses about Managers from his bosses. Several corporations like General electric , Reliance , Godrej soap Wipro, Infosys etc are making use of all this technique 360 DEGREE APPRAISAL

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FOUR INTEGRAL COPONENTS OF 360 DEGREE APPRAISAL EMPLOYEE SUPERIOR SUBORDINATE PEERS SELF

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SELF APPRAISAL- <ul><li>It gives employee absolute freedom to objectively looks at his/her strengths and areas of development along with an opportunity to assess the performance . </li></ul><ul><li>SUPERIOR APPRAISAL- </li></ul><ul><li>The focus is to provide constructive feed back on employee performance . </li></ul><ul><li>Superior must communicate to the employee in clear way what the organization plans for the employee. </li></ul>

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SUBORDINATES APPRAISAL- <ul><li>The purpose of subordinate’s appraisal is to get first hand assessment of how the subordinates perceive their superior to be in terms of style of functioning. </li></ul><ul><li>PEERS APPRAISAL- </li></ul><ul><li>They must include peers both form with in the department as well as other department . </li></ul><ul><li>Select the right peers for getting the appraisal done. </li></ul>

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Advantages- <ul><li>Greater self-awareness of the top management </li></ul><ul><li>Empowerment is facilitated . </li></ul><ul><li>Inflexible managers are forced to initiate self-change. </li></ul><ul><li>Disadvantages- </li></ul><ul><li>Time and cost consuming </li></ul><ul><li>Complex </li></ul><ul><li>Disagreement </li></ul><ul><li>Response from colleagues tends to be biased </li></ul>

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MANAGEMENT BY OBJECTIVES <ul><li>(MBO) </li></ul>

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Management By Objectives (MBO) <ul><li>A method whereby managers and employees define objectives for every department, project, and person and use them to monitor subsequent performance. </li></ul>

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THE NATURE & PURPOSE OF MBO <ul><li>MBO is concerned with goal setting and planning for individual managers and their units. </li></ul><ul><li>The essence of MBO is a process of joint goal setting between a supervisor and a subordinate. </li></ul><ul><li>Managers work with their subordinates to establish performance goals that are consistent with higher organizational objectives . </li></ul><ul><li>MBO helps clarify the hierarchy of objectives as a series of well-defined means-ends chains. </li></ul>

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Essential Steps for MBO <ul><li>Set Goals </li></ul><ul><ul><li>The most difficult step. </li></ul></ul><ul><li>Develop Action Plan </li></ul><ul><ul><li>For both workgroups and individuals. </li></ul></ul><ul><li>Review Progress/ Take corrective action </li></ul><ul><ul><li>Periodic during the year. </li></ul></ul><ul><li>Appraise Overall Performance. </li></ul><ul><ul><li>Review Annual Goals. </li></ul></ul>

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Essential Steps for MBO <ul><li>Set Goals </li></ul><ul><ul><li>The most difficult step . </li></ul></ul><ul><ul><li>Specific target and timeframe </li></ul></ul><ul><ul><li>Assign responsibility </li></ul></ul><ul><li>Develop Action Plan </li></ul><ul><ul><li>Course of action </li></ul></ul><ul><ul><li>For both workgroups and individuals </li></ul></ul><ul><li>Review Progress </li></ul><ul><ul><li>Periodicity? </li></ul></ul><ul><ul><li>Course corrections </li></ul></ul><ul><li>Appraise Overall Performance. </li></ul><ul><ul><li>How are we doing? </li></ul></ul><ul><ul><li>Do we need to restate our goals? </li></ul></ul>

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STRENGTHS <ul><li>Organizations create a powerful motivational system for their employees by adopting MBO. </li></ul><ul><li>Through the process of discussion and collaboration, communication is greatly enhanced. </li></ul><ul><li>With MBO performance appraisal may be done more objectively. </li></ul>

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STRENGTHS <ul><li>MBO helps identify superior managerial talent for future promotion </li></ul><ul><li>MBO facilitates control through the periodic development and subsequent evaluation of individual goals and plans. </li></ul>

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WEAKNESSES <ul><li>The major reason for MBO failure is lack of top management support </li></ul><ul><li>goals and plans cascading throughout the organization may not be those of top management. </li></ul><ul><li>Some firms may overemphasize quantitative goals </li></ul><ul><li>Some managers will not or cannot sit down and work out goals with their subordinates </li></ul><ul><li>Failure to teach MBO philosophy </li></ul>

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THANK YOU <ul><li>QUESTION WELCOME </li></ul>