360 Degree In Maruti Udyog Ltd.
Intorduction
360-degree feedback, also known as 'Multi-Rater Feedback', is employee development feedback that comes from all around the employee. The feedback would come from subordinates, peers, and managers in the organizational hierarchy, as well as self-assessment, and in some cases external sources such as customers and suppliers or other interested stakeholders. The results from 360-degree feedback are often used by the person receiving the feedback to plan their training and development. The results are also used by some organizations for making promotional or pay decisions, which are sometimes called "360-degree review."
360-degree feedback enables leaders to :
• Take advantage of under-utilized personnel strengths to increase productivity
• Avoid the trap of counting on skills that may be weak in the organization
• Apply human assets data to the valuation of the organization
• Make succession planning more accurate
• Design more efficient coaching and training initiatives
• Support the organization in marketing the skills of its members
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others’ perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, Reliance Industries, Maruti Udyog and HCL etc.
360 degree offers an unprecedented opportunity to the employees than the traditional top- down approach could ever offer, providing as it does, the feed back from the broad Swathe of people. The purpose of having multiple individuals in the appraisal process differs. Notwithstanding all the negatives associated with supervisor feed back, supervisor is well – poised to conduct a very...
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