Evaluating 360-degree Feedback System - Assignment Example

Creative Minds Inc. October 9, The Director of Human Resource Management Assistant manager, Human Resource Management Department Subject: Informed opinion over implementation of the 360- Degree Feedback system to evaluate performance Introduction This memo report responds to your request for an informed opinion over the 360- Degree Feedback system following the company’s intention to use the strategy in its employee appraisal. Background information The creative Mind’s human resource base is medium and employees freely interact in groups towards completing the organization’s projects.

The organization has been consistently appraising its employees twice a year and a new appraisal strategy, the 360- Degree Feedback system, has been proposed. 360- Degree Feedback system The 360- Degree Feedback system appraisal mechanism is a unique approach that comprehensively applies employees’ environment towards appraisal. It relies on diverse sources to generate information over employees’ competencies. Such sources include “senior managers, supervisors, employees, peers, team members, internal and external customers” and the subject employees (Pravin, 2010, p. 287). Besides the normal appraisal to determine employees’ effectiveness, the 360- degree feedback approach may serve other important purposes such as “professional development and succession planning” as it allows the management a comprehensive knowledge over its employee’s capacities.

It is also applicable in determining rewards to employees, determining human resource development needs, and managing performance. Further, the approach’s implementation process is simple and only requires normal managerial skills and resources. It for example involves establishment of goals, determination of participants, development of performance criteria and selection of data collection and analysis methods. These are then followed by implementation of appraisal and communication of results (Pravin, 2010).

The appraisal strategy however has both strengths and weaknesses that must be considered before its implementation. One of its strengths is the wide information sources on whose basis employees are appraised. This increases probability of reliable and valid results for informed decisions. It also promotes knowledge of an organization’s human resource base towards interpersonal understanding and relations. This facilitates teamwork that is the core of Creative Minds Inc. Its wide scope also reduces chances of discriminative appraisals and it facilitates identification of employees’ needs towards efficient productivity (Prakashan, 2007).

The management should however not have very high expectations from the system whose design may be challenging due to its research skills needs. The approach may also be ineffective if it is not aligned to the organization’s objectives, and may have more attention on employees’ weaknesses than strengths. Its implementation may also be demanding due to large volume of information for analysis (Prakashan, 2007). Conclusion I therefore agree with the organization’s idea of adopting the 360-degree feedback system for employees’ appraisal.

This is because of the company’s organizational objectives towards a high level of innovation and creativity that relies on employees’ understanding of each other and interpersonal relations. This therefore identifies the approach as a better initiative for the company. It also forms a comprehensive basis for identifying potentials for team leadership, an instrumental position in the organization’s structure. Even though the approach has weaknesses, these can be controlled towards achieving its instrumental advantages.

References Prakashan, N. (2007). Corporate planning and strategic human resource management. Pune: Nirali Prakashan. Pravin, D. (2010). Human resource management. New Delhi: Pearson Education India.