360 Degree Feedback Essay

I am now going to look at five types of interview and approaches that can be taken for different reasons;

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. In this method, the job analyst directly interviews the job holder through a structured interview form to elicit information about the job. This method is found suitable particularly for jobs wherein direct observation is not feasible.

This stage of interview will be conducted by a panel of directors in the presence of the HR manager.

First, we need to ask what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company.

The person providing the feedback needs to know they have been understood and they need to know that their feedback has value to it. When developing a survey, it is significant to explain why respondent’s feedback is appreciated and how it will be used. In addition, feedback can be motivational, employees like to feel valued and appreciate being asked to provide feedback that can help formulate business decisions. It will make the employees feel empowered thus leading to a more productive workspace. Also, feedback can improve performance, hearing negative criticism is constructive and can help to formulate better decisions since negative criticism explains what not to do. Moreover, feedback is a tool for continuous learning, feedback results in a person invests time in asking and learning about how others experience working with the company. Continued feedback is important across the entire organization in order to remain aligned to goals, create strategies, develop products and services improvements, and improve relationships.

More so, 360 degree feedback processes are usually unnamed in regards to the raters providing feedback and thus employees receiving the feedback have no aid if they want to further understand the reasoning behind the feedback. Moreover, they have no one to ask for explanation about vague and obscure comments or for more information about particular ratings and their rationale. Second, this feedback system focuses heavily on the negatives and weaknesses more so than strengths and positive aspects of the employees behaviors, performance, and actions (Heathfield, 2018). Third, a pivotal disadvantage of the 360 degree feedback systems is that there could be much lack of rater experience and ineffectiveness. More so, a disadvantage to this system is that organizations do not provide adequate and sufficient training in regards to the methods in which to provide and receive feedback, thus this can cause for the many ways in which raters go wrong (Heathfield, 2018). Certainly, raters may inflate ratings to make an employee look good or they may deflate ratings to make an individual look bad. According to Heathfield (2018) all the more, raters may simply get together to make the system artificially inflate everyone’s performance (Heathfield,

Annual performance reviews are not an effective form of performance management system to measure the employee’s performance because they can be biased, waste of managerial time, too sporadic to make a lasting impact, and can affect the employee’s behavior. All companies strive to be successful at meeting their company goals in a time efficient manner. As time goes on, companies are realizing the key to a successful business is happy employees. Companies must experiment with new methods to find the right process of evaluating employee performance and ensuring that success continues. Many companies use performance appraisals to relay information to the employees about their performance level within the company. Annual performance appraisals are so prevalent that 72% of companies use them to measure employee performance (Fawcett). Though the success of the review to motivate and improve employee performance, greatly depends on how well the manager executes the appraisal. Performance appraisals are important to companies but, the question of at what cost to the employee should it continue still continues to linger.

Performance appraisal aims at improving employee development, the employees work expectation, assessing workforce development and linking pay with performance (Peter, Matt and Colin, 2011). It prepares employees to be aware of the management expectations after the performance evaluation that helps them to boost their performance (de Waal, 2004). Performance appraisal looks smooth but researches explains that it is generally used in identify individual weaknesses, performance feedback and employee’s strengths (Ruddin, 2010). The practice of performance appraisal system by industry and business has been estimated between 74% to 89% (Idrisb). Performance appraisal systems are used for various purposes, that include feedback, human resource decisions and evaluation (Kline, & Sulsky, 2009).

When doing anything meaningful, humans have a natural desire to know how they are performing. In particular, if they are doing a job, they need to know if they are doing horrible, great, or somewhere in between. One of the best potential ways of providing this feedback is through the use of performance appraisals. By definition, “performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed.” (Youssef, 2012) If properly designed and administered, a performance appraisal can provide a great benefit to the

Teachers know that for feedback to be effective it must be detailed and delivered in a timely manner. However, busy teachers may find it difficult to proved detailed feedback on every assignment every time. To eliminate this strain on the educator and to give feedback that is most pertinent to the students, teachers must consult students. This can be done through both formal and informal questioning. Informal student interviews, done in class, can give students an opportunity to talk and discuss their problems with their teacher, but do not provide the privacy that some students may seek. To allow this student feedback to take on a more private and formal tone, teachers can ask students to hand in a self-assessment along with their writing assignments. Students’ self-assessments will give the teacher insight into what difficulties the student had while writing and will allow the teacher to base feedback and instruction around students needs.

In this case we assume that we have already chosen interview as an appropriate instrument to measure candidate's performance in selection criteria. Our task will be to prepare right questions for the

Interview playing a vital role in organisation Why do we meet? In the regular course of research occasions, we typically begin by asking "What would I like to know?" and the meeting is a possible response to the following inquiry: "How might I know?" We meet when we need to know something about what someone else needs to say in regards to her or his experience of a characterizing occasion, individual, thought, or thing. We pick the meeting since we know that an ideal approach to get into the lived understanding of a man who has encountered a critical wellbeing related issue is to empower the individual to portray that experience. We are occupied with the individual 's discernment, feeling, and conduct as a binding together entirety as opposed to as free parts to be examined independently. Interviews manage thinking and talk that are later changed into writings. The meet requires semantic exchanges and connections between

Performance appraisal is defined as a systematic and structured system for measuring and evaluating job related behaviours to discover reasons for performance and identify potential for the improvement of an individual, and eventually the performance of the organisation. (Singh, 2015) In this day and age of globalisation, managers tend to extensively use performance appraisals, as a measure of the productivity and effectiveness of the employees. In the case of a positive performance, the manager rewards the employee and on the contrary, the managers can seek to correct the lack of performance. Such exercises, allows the organisation to form a perception about the measures that need to be taken to bolster productivity in the future. Performance appraisals act as a control process for the managers, through which they can monitor the activities of the employees, to ensure they are accomplishing goals, and to correct any significant deviations (Hunsaker and Alessandra, 2008).

In the organizational structure the performance appraisal of the employees is an important and key factor for the success of the organization. It is a practice which is established for the assessment of the employees performance and findings ways to improve the performance. The mehtod of performance appraisal has am impact on the pay of individuals, and other organizational success. This process is also designed to deal with problem behavior. The process of performance appraisal is the best way to improve the performance of organization because with the help of this process the employees know their weak points and try to overcome those to improve the organizational efficiency (Rasch, 2010)