Monday, March 11, 2019

Building effective teams task 6

The use of 360 distributor point feedback based on mate review as the key method to evaluate an individuals cognitive operation is disputable in human resource management, especially where it is think as the key method to evaluate an individuals performance.The end in favor of it or against it depends on the targeted use of this appraisal tool. It seems utterly acceptable as a development tool that allows the employee glimpses into his or her performance and argonas for improvement. In this context, the results from 360-degree feedback are often used by the person receiving the feedback to envision their training and development (Wikipedia, 2006).However, its use as the tool in decision-making on pay increases or decreases should be restricted for a variety of reasons. runner of all, it is not always clear who will pick the evaluators and how this will fascinate the process.Besides, from the developmental point of view because of the anonymity of the process, those who are b eing evaluated get under ones skin no recourse if they want to further understand the feedback (Heathfield, 2006). If suppliers or clients are involved in the process as they frequently are, there is no guarantee that they will be able to assess an individuals performance adequately, relying on the criteria desired by the management team.Therefore, it seems a effective idea to recommend that 360 degree feedback be used as a developmental tool for employees reference. The standards performance appraisal by the supervising autobus has to be used, however, as a basis for reward decision-making.The manager is correct equipped with an understanding of the employees contribution to the organization by equity of the managerial position. However, if the results of the managerial performance appraisal differ dramatically from those obtained via 360 degree feedback, senior management might want to explore the discrepancy.ReferencesHeathfield, S.M. 360 Degree Feedback The Good, the Bad, a nd the Ugly. Retrieved rarefied 1, 2006, from http//humanresources.about.com/od/360feedback/a/360feedback_3.htmWikipedia. (2006). 360 Degree Feedback. Retrieved August 1, 2006, from http//en.wikipedia.org/wiki/360-degree_feedback

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