A Study on Necessities and Challenges Associated with Implementation of 360 – Degree Feedback in Higher Education System – with Special Reference to Professional Studies in Andhra Pradesh, India
A study on necessities and challenges associated with implementation of 360 – Degree feedback in Higher education system – with special reference to professional studies in Andhra pradesh, India
M. Praveen Kumar[1]
Abstract : 360 degree feedback, also known as “ 'multi-rater feedback ', or multisource feedback,” is the comprehensive feedback that comes from all the sources that come in contact with the employee on his job. The report is a comprehension of self appraisal, superiors appraisal, subordinates appraisal and peer appraisal. The results helps to track the changes occur in the employee in various aspects and gives rise to required action. For instance training and development, career goals of the employees, and thus leads to prepare a developmental plan. The results are also used by the management some times to take administrative decisions like pay and promotion. On a whole it works like a double edged sword from appraisal to development. This article focuses on importance of varied applications of 360- degree feedback, and the barriers involved in the implementation process with relevance to professional studies
Need for 360 – degree feedback:
In most traditional methods of appraisal, the communication is one way, from the boss to subordinate. Many methods are mechanical, only numbers are considered for appraising employees, with no weight age to human factors. The results of all these methods are not encouraging and employees feel hesitate to listen to their feedback, and at the same time managers also try to be good and avoid giving negative feedback
When it comes to the academics delivering academic excellence mostly lies in the hands of the faculty and their co staff, thus delivering the promised value of services should always been a higher criteria, and that would be measured and weighted in a proper and
M. Praveen Kumar[1]
Abstract : 360 degree feedback, also known as “ 'multi-rater feedback ', or multisource feedback,” is the comprehensive feedback that comes from all the sources that come in contact with the employee on his job. The report is a comprehension of self appraisal, superiors appraisal, subordinates appraisal and peer appraisal. The results helps to track the changes occur in the employee in various aspects and gives rise to required action. For instance training and development, career goals of the employees, and thus leads to prepare a developmental plan. The results are also used by the management some times to take administrative decisions like pay and promotion. On a whole it works like a double edged sword from appraisal to development. This article focuses on importance of varied applications of 360- degree feedback, and the barriers involved in the implementation process with relevance to professional studies
Need for 360 – degree feedback:
In most traditional methods of appraisal, the communication is one way, from the boss to subordinate. Many methods are mechanical, only numbers are considered for appraising employees, with no weight age to human factors. The results of all these methods are not encouraging and employees feel hesitate to listen to their feedback, and at the same time managers also try to be good and avoid giving negative feedback
When it comes to the academics delivering academic excellence mostly lies in the hands of the faculty and their co staff, thus delivering the promised value of services should always been a higher criteria, and that would be measured and weighted in a proper and
References: 2. Aswathappa. (1995), 'Human Resource and Personnel Management ', New Delhi. 3. Niehoff, B.P. Enz, C.A. and Grover,R.A. (1990) " The Impact of Top management Actions of Employee Attitude and perceptions," Group and Organisations Studies,15,(3) P; 337-352.