Evaluation of Pros and Cons of a 360-Degree Appraisal

December 16, 2022

Evaluation of Pros and Cons of a 360-Degree Appraisal

Order Number	636738393092
Type of Project	ESSAY
Writer Level	PHD VERIFIED
Format	APA
Academic Sources	10
Page Count	3-12 PAGES

Instructions/Descriptions

Evaluation of Pros and Cons of a 360-Degree Appraisal

Evaluation, Pros, Cons, 360, Degree, Appraisal

Peer 1-LV

Hello Everyone

Evaluating both the pros and the cons of a 360-degree appraisal I wouldn’t use this method when it come to a very large call center because taking a look into the advantages of even considering to use this method to me would be minimal for a individual in this case. In my opinion a large call center with representatives would have just about the same or similar job functions, and are all reading from a script or a computer.

Using the 360-degree appraisal would cause an employee to feel intimidated by his/ her peers which in some case could cause resentment or even further issues amongst the employees. When using the 360-degree appraisal it requires you to give feedback from multiple sources which tends to be a little more costly and complex.

The best way to conduct successful evaluation for a call center would be having the customers to take a survey, supervisor evaluations, overall team evaluations in order for an employee to be evaluate the supervisor would have to sit in and listen to how well the employee handle incoming calls.

References:

Snell S.A, Morris, S.S, & Bohlander, GM(2016)Managing Human Resources(17th)Boston, MA: Cengage Learning

Stephenson, R.N(2013, May 3) 360 Degree Feedback Pros and Cons You Need to Consider, Retrieved September 14,2016 from https://richardstep.com/careers/360-degree-feedback-pros-cons

Peer 2-SN

A 360-degree appraisal is an employee performance review that involves all of the employees involved. The review is conducted anonymously and involves; feedback from all of them. The 360-degree process is different from the traditional supervisor feedback method. Instead, it asks team members and subordinates to rate an employee’s performance. The goal of the process is to get feedback on how the employee is working with the team.

According to Atkins, P., & Wood, R. 360-degree feedback is a tool that can help improve employee performance by allowing the evaluation of different perspectives. When done properly 360 is highly effective as a development tool. The feedback process gives people an opportunity; to provide anonymous feedback to a coworker that they might otherwise be uncomfortable giving.

Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs. Performance Appraisal using a 360-degree feedback system is often not a good idea. Many factors go into making this process work seamlessly. 360 feedback focuses on the behaviors and competencies of employees instead of the goals and objectives of a given performance.

It is possible to implement this method into a larger performance evaluation process, but only if the proper procedures are followed. A successful 360 review process involves having the appropriate confidentiality measures in place. This ensures that the information about the individuals is only used if they are safe from retaliation.

Reference:

Atkins, P., & Wood, R. (2002). Self-versus others’ ratings as predictors of assessment center ratings: Validation evidence for 360-degree feedback programs. Personnel Psychology, 55(4), 871–904

Mathis, R. L., & Jackson, J. H. (2008). Human resource management (12th ed.)

Fiester, M. (2013, February 21). Performing Job Analysis. SHRM, Society of Human Resources Management. Retrieved April 21, 2016, from https://www.shrm.org/templatestools/toolkits/pages/performingjobanalysis.aspx

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Evaluation of Pros and Cons of a 360-Degree Appraisal

RUBRIC

Excellent Quality

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Introduction

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The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Literature Support

91-84 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

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Average Score

50-85%

40-38 points

More depth/information is required for the context and importance, otherwise the study detail will be unclear. There is no search history information supplied.

83-76 points

There is a review of important theoretical literature, however there is limited integration of research into problem-related ideas. The review is just partly focused and arranged. There is research that both supports and opposes. A summary of the material given is provided. The conclusion may or may not include a biblical integration.

52-49 points

The content is somewhat ordered, but there is no discernible organization. The use of typeface, color, graphics, effects, and so on may sometimes distract from the presenting substance. It is possible that the length criteria will not be reached.

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0-45%

37-1 points

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75-1 points

There has been an examination of relevant theoretical literature, but still no research concerning problem-related concepts has been synthesized. The review is just somewhat focused and organized. The provided overview of content does not include any supporting or opposing research. The conclusion has no scriptural references.

48-1 points

There is no logical or apparent organizational structure. There is no discernible logical sequence. The use of typeface, color, graphics, effects, and so on often detracts from the presenting substance. It is possible that the length criteria will not be reached.