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Coursework 4-1 Discussion: When to Use a 360-Degree Appraisal

Coursework Instructions:

While 360-degree appraisals have many advantages, they are not for every employer or every type of employee.
Read Sections 8.2c Who Should Appraise an Employee’s Performance? and 8.2d Putting It All Together: 360-Degree Evaluations.
For your initial post, imagine you are an HR manager for a company that has a large call center. The call center manager wants your help initiating a 360-degree appraisal for his call center representatives. In your initial post, discuss whether you would encourage or discourage this and why. Describe what conditions would need to be in place in order for a 360-degree appraisal process to be effective with the call center staff.

Coursework Sample Content Preview:

4-1 Discussion: When to Use a 360-Degree Appraisal
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The 360-degree appraisal is appropriate for evaluating performance for those working in the call centers. It is an important learning tool to provide feedback from various sources, as the input of others can prove valuable in assessing individual performance. The call cell manager not only acts as a supervisor, but also receives feedback where the boss, peers, customers and CSRs all give their input. Performance feedback affects motivation by improving manager-subordinate relationships while reducing performance ambiguity (Kaymaz, 2011). There are various performance factors that are created by diverse people including communication teamwork, decision making, and knowledge of work, customer responsiveness and dependability. The case for the 360- degree appraisal approach is that it reduces bias, since there are perspectives from the stakeholders, but making the respondents accountable is necessary to get reliable results (Snell, Morris & Bohlander, 2016).
The quality of the performance rating system influences the success of the evaluation highlighting the need to identify appropriate performance standards to link the assessment with the organizational strategy. Mak...
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