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7/28/2019 performancemanagement-111003061715-phpapp01 (1)

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2011PERFORMANCE MANAGEMENT

360O FEEDBACK SYSTEM

Neepa Sharma


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INTRODUCTIONPerformance

Management Needs


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1. Identification of

Star Performers


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i. To identify high potential employees/ star

performers from various managerial

levels in order to groom them for

leadership positions in the future

ii. To incorporate an assessment process

which is scientific, standardized and fair

so as to demonstrate credibility of theprocess and gain confidence of all related

stakeholders


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2. Leadership development


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i. To identify the strengths and weaknesses

of key employees and to identify theirdevelopment needs so as to plan and

implement focused developmental

initiatives

ii. To develop a robust and sustainable

leadership pipeline, so as to enable theorganization to effectively pursue and

achieve its business objectives


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TALENT MANAGEMENT


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Person-Job FitBy matching the right personality with

the right job in the right organizationyou can achieve a better synergy and

avoid pitfalls such as high turnover

and low job satisfaction.


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Client-Specific Competencies

Identify specific competency strengths

and limitations that can be used as a

starting point for identification of

training needs and development atyour company.


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Talent PotentialIdentify current and future star

performers through commonly desiredtalents such as sales potential,

leadership potential, and creative

potential.


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Leadership StyleGet to know your future leaders so you

can make better placement decisions,

ensure that their style matches an

assignment or team, and provide them

with an awareness of how their stylewill be perceived by others.


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Big 5 Narrative Detail

Gain deeper insights into an employee's

expected behaviors, motivators, andinterpersonal style through interpretive

information that describes the employee's

tendencies along the Big 5 Global Factors.


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Openness to experience

Conscientiousness

Extraversion

AgreeablenessNeuroticism

The Big 5 Factors:


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ASSESSMENT SERVICE OFFERINGS


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Identifying key competencies for a job

and incorporating them throughout

various processes of the organization

(job evaluation, training, recruitment).

The competency is defined as abehavior (communication, leadership)

rather than a skill or ability.

COMPETENCY MAPPING


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1. COMPTENCYMAPPING

2. COMPETENCY ASSESSMENT

3. COMPETENCY DEVELOPMENT


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In House/Public Orientation &

Certification Programs in 16PF

Its a concept based on 16 PersonalityFactors, measured by the 16PF

Questionnaire, derived using factor-

analysis by psychologist RaymondCattel.


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6 different reports of the sameperson can be generated.

It has a reliability Index of0.85

and has established validity

Indices.


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Organization Climate Study

The process of quantifying the

cultureof an organization. It is a set

of properties of the work environment,perceived directly or indirectly by the

employees, that is assumed to be a

major force in influencing employeebehavior.


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360 o Competency Based AssessmentDiscussed later..


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And


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Wide variety of Testing Tools


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Personality

Assessment Tools


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Occupational Personality Inventory

The Occupational Personality Questionnaire

(OPQ) provides in-depth information onhow individuals fit within a work

environment, how they will work with

others and their performance potentialagainst job competencies.


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Rapid Personality Questionnaire

RPQ is one of the most rigorously validated

and respected psychometric tools availablefor both:

1) Employee development in the form of

RPQ1

2) Selection in the form of RPQ2.


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Function based

Assessment Tools


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Customer Service Questionnaire

The CS7 (Customer Service Questionnaire)

identifies whether a person is likely to be

successful in customer services and what

his or her relative strengths and

weaknesses are.


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Advanced Sales Questionnaire

Self-report personality questionnaire- The

candidates complete the questionnaire intheir own time via the Internet. The

questionnaire is devised to measure

personality traits that are likely to have animpact upon success or failure in a variety

of sales roles across all industries.


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Other

Assessment Tools


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Motivation Questionnaire

These types of questionnaires try to rate

how conditions found in the workplacecould affect employees motivation (i.e.

whether an employee would work harder

or not in a given situation).


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Firo-B Test

This easy to administer 15-minute test

quickly gathers critical insights into how an

individuals interpersonal needs can shape

his or her interactions with others.


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Belbin Team Analysis

The tool helps to analyze team membershiproles, as a check for potential strengths and

weakness within a team.


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Executive Profile Survey

Comprehensive Abilities Battery

Series of Aptitude tests Creativity and Strategic

Innovation Test Modules

And


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360 o FEEDBACK


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What is 360o Feedback?

Also referred to as multi-rater appraisal,multi-source feedback or 360 degree

profiling. It is a confidential process where

a participant receives anonymous skillevaluations from a circle of stakeholders

(peers, direct reports, a supervisor, etc).

The results help determine the

participant's priorities for development.


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Benefits of 360O

Feedback


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Broader Scope of Feedback:

Feedback is received from all keystakeholders, not just a supervisor,

providing a well-rounded view of how

others perceive a participant's efforts.


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Fair Feedback:

The 360 process is conducted in a

confidential setting so raters can provide

accurate and honest feedback. If there

are only a few rater surveys, the results

are combined in order to obscure rateridentity.


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Self Awareness:

Results are presented in a complete

report that highlights the strengths and

weaknesses of a participant's skills in agiven set of competencies. It gives the

participant a clear and accurate picture of

their performance that could not be seenotherwise.


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Self-Development:

Getting a clear picture of performance

helps identify weaknesses that need to be

improved as well as strengths that can be

leveraged. Knowing the skills that need

improvement is the first step towards

creating a plan of development for short

and long term.


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Reduces Costs and Turnover:

360o feedback facilitates an environment

that encourages self-development, whichleads to job satisfaction. This minimizes

turnover and the costs associated with

replacing employees.


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Provides quantifiable data on soft skillsIncreases communication

Supports teamwork

Increases team effectiveness

Other benefits:


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SUPERVISOR ME

Traditional Feedback System


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Coworkers

Supervisor

MEReports

Customers

ME

360oFeedbackSystem


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360O Competency Assessment


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the managers will be

able to effectivelycomplete three tasks,

mentioned in the

following slides

By assessing existing and aspiring

managers on their Leadership qualities


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1. Enables existing and aspiring leaders

(irrespective of their position in the

organizational hierarchy) to gain feedbackon how well they are establishing the

essential leadership conditions that will

encourage others to follow them.

TASK 1


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2. Develop a personal leadership plan to

address each of the leadership conditions,

i.e. how they will establish a sharedunderstanding of the environment in

which the organization is operating.

TASK 2


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A shared sense of direction

A shared set of values and a feeling of team

A shared feeling of power

Shared understanding of the environment:


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3 . When completed a second time, track

the progress. This tool can be used to:

improve leadership effectiveness,effect change in the organization and/or

initiate a specific training or development

program.

TASK 3


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Skills assessed:

Planning

Delegating

Negotiating Interviewing

Communicating

Developing Staff

Motivating Staff

Making Decisions

Managing Change

Serving Customers Measuring Results

Handling Pressure

Influencing Others

Resolving Conflict


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Books Referred

Coaching for Performance:

Author: Whitmore John

Edition 3, 2002Publisher: Brealey Nicholas

The Art and Science of 360 Degree Feedback

Author: Lepsinger Richard, Lucia AnntoinetteEdition 2, 2009

Publisher: Pfeiffer


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Books Referred

The Human Side of Enterprise

Author: Douglas McGregor

Edition 1, 1960Publisher: McGraw-Hill

Catalytic Coaching

Author: Markle GaroldEdition 1, 2000

Publisher: Praeger Pub Text


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Neepa Sharma

Thank You,

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