Performance Management and People Development Assignment
Question asked??
There are two tasks to be completed and each should be presented as a specific section within your essay.
The application of 360 degree feedback within a performance management system can have both positive and negative impacts. Critically discuss this assertion, with reference(s) to appropriate literature. (1250 words maximum)
A well designed performance management system can be used to identify and manage aspects of unsatisfactory performance in an organisation. Examine this statement, ensuring that you communicate how performance management can achieve such an outcome. (1250 words maximum)
Solution the paper asked is::
Introduction
Performance management system is a method through which organizations evaluate the performance of the employees, based on certain criteria’s. The main purpose of this system is to assist managers in using the human resource of organizations for improving the productivity. This method helps the employees of the company to recover their performance, and managers of the company to check subordinate performance and take measures related to promotions, training and job design. In the early time, performance management system was used in organizations for the purpose of administration such as finding out salaries, making promotions, and Bonuses. But nowadays, a performance management system has become an effective tool for maximizing the efficiency of the organization.360 degree feedback is more accurate for the organizations, because it provides feedback from a different perspective, which helps the organizations in achieving exactness and attainment of the performance.
Nowadays, an economy is based on knowledge, so it is become increasingly important for organizations to know the competencies that are needed in the workforce for the success of the business and then make those competencies based upon continuous basis.
A well designed performance management system can be used to identify and manage aspects of unsatisfactory performance in an organization. For removing the unsatisfactory performance in the organization, a well designed performance management system provides hike in salary and bonuses to employees.
Performance appraisal methods have move towards decentralization. Because of moving towards decentralization, the organizations not only involve the lower level managers but also workers and customers.360 degree feedback, this method includes assessments from managers and employees. This appraisal process has integrated into organizational initiatives such as training and development.
The objective of the 360 degree feedback is to identify the competencies, skills and practices that are needed to achieve goals successfully to find out where improvement, is required to accomplish desired results and make targeted plans for the development which leads to increase in performance. 360 degree feedback method, is more feasible for the organizations because of various reasons, first, multiple ratings are more accurate, than an individual view and second, ratings based on different perspective provides, a clear picture of the individual capabilities.
Positive Impact of 360 degree feedback method
It is observed that, researchers have analyzed that 360 degree feedback is more received by individuals, than supervisor recommendations and is likely to lead to exact developmental actions
360 degree feedback provides feedback from a different perspective to the individuals this method not only improves the exactness and the acceptance but also allows individuals to get valuable insight, to see how their performances are evaluated with different department of the organization. It is observed that individuals behave differently when they interact with different groups and even identical behaviors would be perceived differently. For e.g. the manager of the individual, has restricted opportunity to see the efficiency of the individuals management behavior, on the other side, the straight reports of the individual see this kind of behavior everyday(Marilyn,1999).
It is observed that, 360 degree feedback promotes communication among the employees about the performance and this process includes providing and giving suggestions from all departments in the organization. More expressly, 360 degree feedback provides an open opportunity to employees and managers to discuss about their performances and on the basis of that they develop their capabilities. It is observed that, suggestions from different ideas makes it relaxed for both employees and managers to focus on improvement in the future based upon past.
It can be observed that, 360 degree feedback helps in reinforcing the values of the organization by making the people responsible for creating required skills and delivering a message among the employees of the organization (Tyon & Ward, 2004).
The most positive impact of the 360 degree feedback, it is easy and quick to implement. Most of the organizations use 360 degree feedback, because the implementation of this method is simple and cost effective. It can be seen that 360 degree feedback measures the skills of the employees, to see how well employees can perform in a job simulation.
360 degree feedback within performance management system promotes individual development. The report of this method, list down the strengths, need for the development and provides a valuable insight on how employees are perceived by distinct groups (Carlson, 1998).
360 degree feedback, within performance management system, helps the organization in finding out the leadership potential. This method helps the organization to find out how many potential employees are there who can perform more than their present position in the organization. In this kind of situations organizations should not use this method as a selection device, but used it as a tool for indentifying talent. This method within performance management system helps the organization in finding out the leadership skills of the employees (Mac Gregor , 1960).
360 degree feedback provides executive coaching to the employees. It can be seen that, employees are under a lot of pressure, to improve the performance of their organization. Executive coaches of the employees can affect a fast transition, by using analytic information, collected from a survey of 360 degree feedback. Most of the appraisal systems focus on planning performance and evaluation in two areas such as operational goals and factors of the performance.
There are various reasons why most of the performance appraisal system does not work, when setting of the goal and performance evaluation become problematic, because of complete evaluation is done by the managers. To solve this problem, most of the organization use 360 degree feedback to increase the exactness of the assessments and performance. Most of the performance appraisal system is focused on the past, which can neither be changed nor be predicted. To solve these problem organizations started to use 360 degree feedback which is based on the future prospect.
Negative Impact of 360 feedback degree method
It can be observed that, 360 degree feedback plays an important role in Performance Appraisal systems, but several issues are there that should be carefully managed.
It can be seen that one of the main reasons for non successful achievement of a 360 degree feedback is the shortage of an apparent purpose. It is analyzed that the feedback given by 360 degree feedback does not solve organizational performance related issue. After that most of the organizations have implemented this method because it is in trend, and senior manager thought it’s a superior idea, and most of the class organizations are following it.
It can be observed that, there is a risk in being determined too soon, when an organization announced any major change. It is analyzed that, most of the 360 degree feedback surveys shows a drastic removal; from the means employees are conventionally given suggestion. The idea of providing upward suggestion to the managers and gathering information from employees and staff might be considered drastic in cultures of top down. This problem arouse with the organizations when they don’t conduct a pilot test before initiation of 360 degree feedback. Consequently, starting a change in information sharing must not be taken carelessly it needs a change in the mindset of the employees. To implement such a change in a short time may be hazardous for the organizations (Carlson,1998).
Another drawback of the 360 degree feedback is a lack of communication among the employees. The purpose of the feedback should be clearly communicated to the employees. To avoid misunderstanding between the employees it is essential to communicate about the confidentiality issues to the employees. The little unattended details would lead to the great problem.
Most of the 360 degree feedback surveys fail to produce actual results, because organizations cease to work at the phase of the analysis. To be victorious, and realize the assessment of the 360 degree feedback, the method should include structure for continuous development and responsibility for improvement of the employee’s performance (Walker&Smither, 1999).
The performance management system, can be hectic for both employees and managers, it provides a platform to both to discuss their suggestions, issues and clarifying the expectations from the management. When performance management system is properly conducted, it can be used to motivate the growth and development of the employees which would have a positive impact on satisfaction of job and productivity. The strongest point of the performance management system, it can extensively improve the performance level of the employees when it is properly conducted.
A well designed performance management system ensures that there will be open and sincere communication among all the departments of the organization. A well designed performance management system will help the managers to have the power to manage, while it provides a guarantee to the bosses, that certain performance level will be achieved. The researchers have analyzed that a well designed management system, not only focus on the attainment of the performance, but also focus on the facts behind the attainment or non attainment of the performance. It can be seen that there is no as such formula, for implementation of an efficient appraisal management system, but still there are various reasons, between achievement and failure. The adjusted management process, and related training will ensure a creation of value that is instilled during the business. It is very important, for all members of the organization, to realize the purpose of creation of value, and understand how their, plans and actions influence creation of value (Wyrostek, 2010).
Performance management system is based on measuring the performance of the employees, and take remedial measures, when the targets decide for the performance are not achieved. It is very significant for managers, to have an apparent understanding about the value drivers of the business, which describe the long and short term performance of the organizations. For e.g. Most of the organizations reduce Research and Development expenses, in order to improve short term performance but it would have negative effect on the long term performance of the organizations.
Smart principle should be used for setting of the target. In short, performance targets should be exact, quantifiable, achievable, sensible and time-based. Targets decide by the organization should be based upon the opportunities, that is meant for development and economic considerations. While setting the target for the performance the subsequent contribution must be kept in mind, specifically the performance of other companies in the similar industry. Performance targets must include a support which can be regarded as the level of suitable performance (Wyrostek, 2010).
A well designed system purpose is to find out the reasons for the unsatisfactory performance. The final thought, when implementing an efficient appraisal management system is to make sure that the high performers should be sufficiently rewarded .A well designed system must distinct among high performers and the other employees of the organization. It can be seen that, short term benefits must be related to the attainment of the yearly monetary and non monetary measures whereas long term benefits focus on satisfying long term creation of value. The organizations high performers must have sufficient opportunities, for non monetary measures such as advancement of the career, growth and development opportunities. The management of the employee’s performance is a significant tool for the value creation in the organization (Marilyn, 1999).
A well designed performance management system provides various advantages for improving unsatisfactory performance of the employees in the organization.
First, for removing the unsatisfactory performance in the organization, a well designed performance management system provides, hike in salary and bonus to employees. It provides an opportunity to the managers of the organizations, to motivate the correct employees and organizations to account properly.
Second, it is observed that just as appreciating good work of the employees it is also become important for organizations to help the employees who need development. This will help the organizations in removing the unsatisfactory performance among the employees by helping them in their weak areas.
Third, to remove the unsatisfactory performance among the employees the supervisors should provide feedback to them in their weak areas by doing continuous performance evaluations. For e.g. It can be observed that, 360 degree feedback, helps in reinforcing the values of the organization by making the people responsible for creating required skills and delivering a message among the employees of the organization, that evaluating performance and creating people are significant for the business.
Fourth, a well designed performance management system can remove the unsatisfactory performance by providing training to employees and managers in their weak areas.
Fifth, nowadays managers of the organizations get busy with their routine work and did not get time to do necessary interactions with the staff. But a well designed performance management system provides an opportunity to the managers, to deal with the performance issues of the employees. If performance management system does well, it would help organizations to identify opportunities for the growth and development.
Sixth, a well designed performance management system helps in indentifying the underperformers and for an effective move, the organization will terminate the relationship with the underperformers.
Lastly, a well designed appraisal management system help organizations to keep the record of employee’s performance which ultimately helps them to know how the employees were performing in the past as compared to now.
Conclusion
As discussed above there are various advantages and disadvantages of 360 degree feedback. It can be seen that proper implementation of the 360 degree feedback will provide more value to the performance appraisal system of the organizations. The most important aspect of 360 degree feedback is to provide feedback from a different perspective; this method not only provides exactness and acceptance but also provides an opportunity to employees to see how their performances are evaluated with other departments in the organization. It can be concluded that, 360 degree feedback is a doorway to the development of the employees (Carlson, 1998)
Performance management system can be stressful for both employees and managers, but it provides a platform to both to discuss their problems, issues and clarifying the expectations from the organizations. If performance management system is conducted properly, it would help the organizations in growth and development of employees. A well designed performance management system helps the organizations in removing the unsatisfactory performance by various ways such as guiding the employees on their weak part, providing training to employees and the managers, helps the organization in identifying the underperformers, helps in keeping records of employees to compare the performance of the employees. The most important aspect of a well designed performance management system, it provides open and honest communication between employees and the managers which help both of them to discuss their problems and issues for an effective performance (Tyon & Ward, 2004).
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