Ed Llarena, Jr.
Owner/ Managing Partner
Head - Operations & Delivery
Asst Mgr Hr
Hr Systems Adviser
Sales Exec Within Hr
Student - Mba (hr)
Academic Training & Consulting
Admin & Hr
Assistant Manager Hr
>that's true... There is a very slight improvement over 360 degree.<
Some 360 providers don't want employers to see what has improved--all too often the improvement is marginal at best.
>But the fact is, you don't see major break through in HR so often...<
I agree, but the book "First break all the rules, what the world's greatest managers do differently" could be a break through if readers were to ask for help in putting its insights to work. We have been doing it for a long time.
>so even small enhancement to current tools are beneficial...<
I agree, but is a 720 anything more than two 360s?
my remarks were of what is happening in the general industry....
Even I need to read a lot more on 720 degree... I think that the concept is
And yes i believe that it is going to be more than two 360s... as it would have direct relations between to appraisals and not just comparing...
with this, i mean to emphasis that we should accept even small enhancement to our current tools if it is going to improve our work..
I agree that your consultancy might be using similar techniques before somebody else gave it a fancy name... none the less the technique, even you would agree is beneficial for the HR community
Some of the points of difference I came across are [actual quote for the document]
720 degree does not propose to be of only two assessment but a continuous assessment...
Further, I belive that preparing of the tool has to be done keeping in mind that the outcome is going to be evaluated again after some specified period.... So the assessment sheets and forms are to be prepared accordingly....
The more I read it... I come to believe that it is different from traditional 360 degree...
Would be able to comment further only once I have read the subject thoroughly
Anyone who uses a 360 can include external raters so that isn't new either. It appears you may be overly impressed with the words used to describe the 360 process. A 360 can use all internal raters, all external raters or a combination of both. We even have a two boss 360 which makes no sense to me but some employers want it. A 360 is a 360 and it doesn't matter who does the rating, internal and/or external raters. Be aware that providing feedback to the subject of the 360 is seldom enough to get the subject to improve his behavior.
>i believe that the climate in which performance is generated is off the work <
Is this the binding philosophy of your research and analysis ?
performance can never be generated out of work - this is my belief. There are definitely deviations in the behavioural aspects of an individual within and outside of an organization - which is true and that is the reason for finding variations in the assessment tests taken at various places (rather environment)
Enviornment can play a vital role in shaping the values/personality etc during the formative years which will have an impact on the individual from the performance perspective too, but the theory of performance related to environment outside the work - sounds a bit inriguing to me !!
In that case, the Org Climate will never have any relevance or prominence in the HRM
I am just furnishing my views - and please understand that am not an authority to speak about this and am never questioninig your theory as well - just trying to explore and understand