360 Evaluation
Kenny Jones
SCM2601-W01-45955 Final Exam
J.J. Schultz
May 1, 2013
I. 360-Degree Evaluation
1. Explain the concept of the 360-Degree Evaluation.
The 360-Degree Evaluation or 360-Degree feedback system is a performance evaluation system. This evaluation system is considered 360-degrees because it involves the collecting of performance information from an employee’s sphere of contact. This includes evaluations from direct peers and co-workers, managers and supervisors, and unlike most reviews also from subordinates, making this a circular system. This system is most useful when used to develop employees. When used as a developmental program, employees tend to be more honest when giving feedback toward others and themselves. The system can provide feedback to the employees about how co-workers up and down the work force view their performance compared to their own self-perceptions. This type of information is complicated to obtain and often better completed by third party software for this purpose. Next the supervisor will set up a time to review the findings with the employee. It is at this time the employee can discuss what is being observed. Reports include all competencies being observed by the survey, favorable and unfavorable. To improve future performance, the supervisor creates a plan with clear objectives for career development. The supervisor’s role does not conclude with these giving out objectives. Further involvement with each employee must be maintained throughout the evaluation cycle. This support allows the employee to feel secure that company cares about them, which in turn, improves employee performance, bringing positive results to company.
2. What are the advantages of the 360-Degree Evaluation methodology and why?
There are several considerable advantages to the 360-Degree system. One advantage is the removal or decrease of bias from a few superiors. As the number of inputs increase, a heavy bias
SCM2601-W01-45955 Final Exam
J.J. Schultz
May 1, 2013
I. 360-Degree Evaluation
1. Explain the concept of the 360-Degree Evaluation.
The 360-Degree Evaluation or 360-Degree feedback system is a performance evaluation system. This evaluation system is considered 360-degrees because it involves the collecting of performance information from an employee’s sphere of contact. This includes evaluations from direct peers and co-workers, managers and supervisors, and unlike most reviews also from subordinates, making this a circular system. This system is most useful when used to develop employees. When used as a developmental program, employees tend to be more honest when giving feedback toward others and themselves. The system can provide feedback to the employees about how co-workers up and down the work force view their performance compared to their own self-perceptions. This type of information is complicated to obtain and often better completed by third party software for this purpose. Next the supervisor will set up a time to review the findings with the employee. It is at this time the employee can discuss what is being observed. Reports include all competencies being observed by the survey, favorable and unfavorable. To improve future performance, the supervisor creates a plan with clear objectives for career development. The supervisor’s role does not conclude with these giving out objectives. Further involvement with each employee must be maintained throughout the evaluation cycle. This support allows the employee to feel secure that company cares about them, which in turn, improves employee performance, bringing positive results to company.
2. What are the advantages of the 360-Degree Evaluation methodology and why?
There are several considerable advantages to the 360-Degree system. One advantage is the removal or decrease of bias from a few superiors. As the number of inputs increase, a heavy bias