Choosing Between 360 Degree Appraisal and Assessment Development Centers: Which Training Should I Pursue as an HR Manager?

Hi all,

I work as an Assistant Manager in HR and Training at a software firm in Bangalore. I need your suggestions on this one. I need to attend a training program on '360 Degree Appraisal' or 'Assessment Development Centers'. I need the help of you HR professionals. Which of the above skills is more relevant for HR managers, ADC or 360 Degree appraisal? I have the option of getting trained in one of the above topics, and I need your help in deciding. (ADC costs around 30K and 360 Degree costs around 50K).

MXL

Hi,
I am not a pro but thought I'd chip in. in my view both 360 D & ADC are interesting and quiet relevant to HR. So I suggest you do some search with regard to this and identify your need. Weigh which subject is more interesting and applicable to you. Based on that you can decide what you should go for.

Hi Sridhar,

Both are essential for HR professionals. While 360-degree feedback results from the input provided by team members, bosses, and peers, assessment centers identify development needs through a battery of tests and lab processes. In either case, HR professionals are primarily involved in "Feedback communication" and Individual Development Plans (IDPs). I would recommend starting with the 360-degree feedback as the initial step, followed by the assessment center.

Bala

Hi Sridhar,

I guess you should take your decision based on your present profile. Assessment Centers (AC) are usually helpful while interviewing new candidates and later in their development activities. It requires a high level of expertise since the interviewer/developer needs to have special skills to review the situation during the AC. It is an excellent opportunity to understand this concept.

360-degree appraisal is a format where you need expertise to design the questionnaire and create awareness among your employees. Honestly, it is not a very difficult task if you understand the appraisal process. You could gain expertise in this by reading some good books and relating to your organization. Secondly, this system is not yet used in all organizations because to implement it in a company, people first have to be matured to accept feedback from their juniors as well. Anyways, the system is a later part. I implemented a 360-degree system for an MNC company while I was doing my MBA summer project, and it was successfully done. I accomplished it through reading and conducting surveys in companies already using the 360-degree system. If I could do it when I was in training, then after gaining good experience, anyone can do it but with a lot of effort and initiative from their end.

So, I suggest you go for the AC. It is a widely accepted concept.

Regards,

Pooja

Dear Sridhar,

Both 360-degree appraisal and AC/DC are relevant for a person working as an Assistant Manager in HR and Training. No doubt about that.

360-degree appraisal primarily involves collating feedback from peers, bosses, clients, subordinates, etc. As Pooja mentioned, besides designing a questionnaire, there aren't many technicalities involved in understanding the process. You can gain knowledge about it by reading some books.

I completely agree with Pooja. When conducting Assessment Centers (ACs), one not only needs interviewing skills but also must understand how to create a competency framework (based on Competency Mapping) first. Additionally, preparing/interpreting different reports (Migration Chart, etc.) requires some coaching. So, I would also suggest attending a program on AC/DC. Just ensure that this workshop covers everything from A to Z of the AC/DC!

Please let us all know which program you choose to attend! All the best!

Ani

Pooja and Anirudh,

Thank you for the reply. I didn't realize that 360-degree feedback was easy to implement, simply because I have never done it. Now, I think I will wait for other courses rather than do a course just for the heck of it. As for ADC, well, the course is pretty expensive (58K), so I am not ready to invest so much. My understanding of today's HR is that it has become very specialized; there is no room for a 'Generalist role' in big companies. Don't you agree? That was the only reason why I wanted to specialize in any one subsystem of HR.

My interest is in competency planning and performance management. Unfortunately, no institutes in Bangalore offer these two courses at present. Thanks for the inputs, yaar. Please add a comment.

Regards,
Sridhar