Companies listed as followsinfosys

wipro

HCL
Technologies

Pinnacle
Solutions

Performance Appraisal System in the organizations of the

chosen sector
360 degree performance appraisal system
360 degree feedback also known as multi rater feedback, is the most comprehensive appraisal
where the feedback about the employees performance comes from all the sources that come in
contact with employee on his job.

customers

suppliers/vendors

peers

Employee

Team members

subordinate

superiors

Companies using 360 degree performance appraisals

HCL Technologies
Tata InfoTech
Wipro Technologies
Pinnacle Solutions
Infosys
Asian Paints
Ashok Leyland

Since we have chosen IT sector, therefore we are focusing on the IT companies only.

Aims of a performance appraisal at Wipro

Give feedback on performance to employees.

Identify employee training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions; salary increases, promotions, disciplinary action
etc
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Validate selection techniques and Hr policies.

Important factors in 360 degree feedbacks

According to Mr. Pratik Kumar, Corporate VP HR, Wipro Technologies Ltd, one of
the pioneers of 360 degree PA in India.

The mission and the objective of the feedback must be clear.

Employees must be involved early.
Resources must be dedicated to the process, including top managements time.
Confidentiality must be assure.
The organization must be committed to the program.

Advantages
To the individual:
Helps individuals to understand how others perceive them.
Uncover blind spots
Quantifiable data on soft skills.

To the team:
Increases communication.
Higher level of trust.
Better team environment.
Supports teamwork.
Increased team effectiveness

To the organization:
Reinforced corporate culture by linking survey items to organizational
leadership competencies and company values
Better carrer development for employees
Promote from within
Improves customer service by involving them
Conduct relevant training.

Performance management is a critical element of its talent

management strategy. Infosys Performance Management modules
manages performance by setting certain parameters like:
Performance goals
Aligning individuals goals with the goals of the
organization
Progress monitoring
Periodic performance rating
Identifying development needs
Rewarding performers

Advantages:

Easy to use, one stop solution

Increases employee performance
Drives business results
Improves talent management
Improves feedback to employees
Embedded analytics and normalization reports
Integration with other solutions

It is Successful due to the following reasons Recognize the differences in use and purpose
Educate on and communicate the process:

Managers
Raters
Ratees
Use a pilot group
Wait before taking administrative action
Select appropriate raters
Use small, but relevant rater groups
Consider and communicate the scale
Provide a score for each question

Limitations:

Some employees are uncomfortable in giving the performance feedback

Time intensive
Employees are unable to rate some factors of performance
Employees may be more likely to attack the feedback when it has some
administrative consequences

Objectives

Performance improvement
Compensation
Placement
Training & Development needs assessment
Career Planning
Job design error detection
Detection of external factors influencing job performance

360-degree Performance Appraisal: Evaluating Employees from all angles

Using internal and external clients
Perceived fairness
Employee development
Accountability to customers

Principles on which HCL works

System should be formal
Appraisal should be based on job analysis
Performance standards must be communicated to employees
Raters should be trained
Evaluators should be given specific, written instructions about the
standards and the process

Use more than one independent evaluator of performance

Use objective data whenever possible

Data should be empirically validated

Avoid ratings on traits, personality, or aptitude
Employees should be given an opportunity to review their appraisals
A formal appeal system should be available

Limitations
There is problem in collecting the forms back
Manager has to perform a very daunting list of time consuming
tasks standing with recalling which worker want to b reviewed
each month, arranging appraisal meeting with them, collection of
the relevant performance data, filling out the performance forms, &
documenting the employees performance