How 360-degree appraisal effectively supports the organization? Discuss in the light of given scenario.
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. We can see when we have applied that 360 thing the employee have seen the feedback from IE resources and he was send to training when he came back he was a creative leader.
Another Hint of Question 1:
please see this diagram/picture as one is getting feedback from Internal external resources.
In Human Resources or Industrial Psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from members of an employee’s immediate work circle. Most often, 360-degree feedback will include direct feedback from an employee’s subordinates, peers, and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. It may be contrasted with “upward feedback,” where managers are given feedback only by their direct reports, or a “traditional performance appraisal,” where the employees are most often reviewed only by their managers.
Now Question 2:
What kind of problems could have occurred in XYZ Construction Company in the abs ence of 360-degree appraisal system?
Mr. Omer will keep thinking I am the best come on guys you can solve it.