THE EFFECTIVENESS OF 360 DEGREE PERFORMANCE APPRAISAL AND FEEDBACK IN HOTEL GREEN PARK, CHENNAI. R. Ramamoorthy 1,S.

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1 Volume 116 No , ISSN: (printed version); ISSN: (on-line version) url: ijpam.eu THE EFFECTIVENESS OF 360 DEGREE PERFORMANCE APPRAISAL AND FEEDBACK IN HOTEL GREEN PARK, CHENNAI R. Ramamoorthy 1,S.Fabiyola Kavitha 2 1 Asst.Professor, Department Of Management Studies BIST, BIHER, Bharath University, Chennai-73 2 Associate Professor, Department Of Management Studies BIST, BIHER, Bharath University, Chennai-73 1 ramamoorthy.mba@bharathuniv.ac.in, 2 fabiyolakavitha.mba@bharathuniv.ac.in Abstract: The study on the effectiveness of the Secondary Objective degree performance appraisal was on a selected Hotel To assess the perceptions of employees on the 360- Green Park. The primary objective of the research degree performance appraisal and feedback system. study was to determine whether the current 360-degree performance evaluation system the organisation uses is To determine whether the 360-degree feedback system effective or whether there is a need to explore other contributes to employee job satisfaction.[1-11] employee evaluation and feedback systems across the To determine whether the 360-degree assessment and Hotel to identify the best practice. The results feedback system influences the organisation succession concluded that there is no need to explore other planning.[12] performance appraisal systems; however, as recommended, the identified deficiencies in the current evaluation process need to be addressed. 4. Review of Literature 1. Introduction This research study was conducted in the discipline of Human Resource Management, focusing on the subject of performance appraisal and management. Performance management systems have been developed for the purpose of ensuring that Hotel can monitor and maintain organisational control as they pursue action plans that lead to the achievement of set goals and objectives (Salem, 2003:4). This research study was conducted in one selected Hotel Green Park in Chennai and all participants were the employees of this selected Hotel. The Hotel uses the 360degree performance appraisal system for employee performance evaluation and development. Every organisation should evaluate and select the best performance appraisal method for its situation (Jafari et al., 2009:92). For the organisation under study, the effectiveness of the performance evaluation system had not been assessed before this research. 2. Objectives Primary objective To identify the 360-degree performance appraisal and feedback system improves employee work performance. Pollitt (2004) s study asserts that 360 degree feedback helps individuals in many ways such as improving performance, structuring competencies etc.[13] He also states that it is flexible and friendly and is more appreciated than conventional method.[14] Newbold (2008) says 360 degree appraisals are classics.360 degree appraisals are a powerful addition to the performance management system. It should be in alignment with the strategic aim of the organization. The author also focuses on the success of the 360 degree feedback. It is a success only because of few factors like the purpose being clear, organization readiness, employee preparation, the way it has to be run, and finally effective delivery of the feedback.[15] Behn (2000) states that there are two major purposes of conducting performance appraisals.[16] One purpose is to provide information about work performance that is used for administrative decision making. Decisions about salary increases (if the organisation functions with a merit raise system), bonuses, training, promotions, and other administrative actions are generally based on information brought out in a performance appraisal..[17] 285

2 Table 1. Achieve High Standards Of Perform ANCE OPTIONS NUMBER OF % OF Strongly agree 59 51% Agree 49 43% Neutral 6 5% Disagree 0 0% Strongly disagree 1 1% TOTAL % Inference : It is inferred from the above table that 51% of the respondents have felt Strongly agree that 360 degree appraisal system is able to achieve high standards of performance, 43% have felt Agree, 5% have felt neutral,0% Disagree and 1% have felt Strongly Disagree..[18] Table 2. Contribute In Potential Appraisal OPTIONS NUMBER OF % OF Yes 67 58% No 48 42% TOTAL % Inference : It is inferred from the above table that 58% of the respondents said Yes that system will also contribute in potential appraisal and 42% of employees said No..[19] Table 3. Reason For Having Current Appraisal System OPTIONS NUMBER OF % OF Rewards allocation 72 63% Identify the training and development 7 6% needs Retention strategy 23 20% 286

3 Identify barriers to performance 4 3% Organization culture 9 8% TOTAL % Inference It is inferred from the above table that 63% of the respondents have felt that for Rewards allocation reason for having 360 degree performance management system, 6% have felt for identify the training and development needs, 20% have felt for Retention strategy,3% says for Identify barriers to performance and 8% have felt for Organization culture..[20] Table 4. Satisfied With The Existing Appraisal System PTIONS NUMBER OF % OF Strongly agree 78 68% Agree 29 25% Neutral 4 4% Disagree 2 2% Strongly disagree 1 1% TOATL % Inference It is inferred from the above table that 68% of the respondents have felt Strongly agree that satisfied with the existing 360degree performance appraisal system in Hotel., 25% have felt Agree, 4% have felt neutral,2% have felt Disagree and 1% have felt Strongly Disagree..[21] Tabele 5. Evaluation of 360 Degree Performance Appraisal FACTOR S.A A N D.A S.D WEIGHTED AVERAGE Increase productivity Evaluate employee performance Communicated in a satisfactory

4 manner IDP(Individual Development Plan) linked to the Hotel rewards system Weighted points (S.A - Strongly agree, A - Agree, N Neutral, D - Disagree, S.D - Strongly disagree) Inference :The result of the weighted average from the above calculation, majority of the respondents are agree that 360 degree evaluation helps to increase productivity[22] 5. Conclusion Performance appraisal may be as the assessment of an individual s performance in a systematic way. The years from its formation. Employees were cooperative and fully supporting the 360 degree performance appraisal and it was found to be highly effective in the employee s performance.[24] 6. Findings analysis for 360 degree appraisal helps to provide an atmosphere where all employees are encouraged to share their view with one another, it is inferred that 47% Strongly agreed, 47% Agreed, 3% Neutral, 2% disagreed and 1% Strongly Disagreed.[25] analysis for 360 degree performance appraisal helps to change the behaviour of employees, it is inferred that 37% Strongly agreed, 52% Agreed, 8% Neutral, 3% disagreed and 1% Strongly Disagreed.[26] analysis for 360 degree performance appraisal system will also lead to high commitment among employees, it is inferred that 63% Strongly agreed, 31% Agreed, 3% Neutral, 0% disagreed and 2% Strongly Disagreed.[27] SuggestionsImplement more methods of performance appraisal and update the employees about the type of method used for performance evaluation.[28] More training should be offered to the mentally stressed staff which improve their potential and result in top appraisal point.[29] Overtime should be taken care of at the time of performance appraisal, which would motivate the employees to perform better for longer hours.[30] 7. Conclusion performance being measuredagainst such factors as job knowledge, quality and quality of output, initiative, leadership abilities, supervision, dependability, cooperation, judgment and versatility.[23] it also helps in developing strength and rectifies weakness of the employees. Hotel Green Park has been conducting performance appraisal from the past Performance appraisal may be as the assessment of an individual s performance in a systematic way. The performance being measured against such factors as job knowledge, quality and quality of output, initiative, leadership abilities, supervision, dependability, cooperation, judgment and versatility. it also helps in developing strength and rectifies weakness of the employees. Hotel Green Park has been conducting performance appraisal from the past years from its formation. Employees were cooperative and fully supporting the 360 degree performance appraisal and it was f References [1] Vijayaragavan S.P., Karthik B., Kiran T.V.U., Sundar Raj M., Robotic surveillance for patient care in hospitals, Middle - East Journal of Scientific Research, v-16, i-12, pp , [2] Vijayaragavan S.P., Karthik B., Kiran Kumar T.V.U., Sundar Raj M., Analysis of chaotic DC-DC converter using wavelet transform, Middle - East Journal of Scientific Research, v-16, i-12, pp , [3] Sundararajan M., Optical instrument for correlative analysis of human ECG and breathing signal, International Journal of Biomedical Engineering and Technology, v-6, i-4, pp , [4] Kiran Kumar T.V.U., Karthik B., Improving network life time using static cluster routing for 288

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