Introduction to Organizational Performance Feedback
Human Resource Management is the management of an organization’s workforce and its human resources. The human resource management is considered responsible for the recruitment, selection, training and development of the
The organization chosen for analyzing the case is Marks and Spencer. It is one of the UK’s largest retailers, which serves around 21 million customers every week. It employs over 78000 people. There are always some or the other problems in human resource department of an organization.
Performance management is an important function of Human resource management. It is a process, which helps in improving the performance of employees, which in turn improves the overall performance of an organization.
Feedback is very important in our lives, not only in our work lives but also in various aspects of our lives. Feedback will help the individuals to improve more on the parts of their life where they need improvement.
Importance of Feedback
feedback is an important aspect to improve the performance of an organization. Feedback means providing specific information to another person about his or her performance and goals. In other words, it means providing information to employees about his improvement in performance, and the achievement of goals. An effective feedback provided to the employees in an organization can enhance their performance and can lead to positive changes in the organization (Mayfield and Mayfield, 2012).
Elements to ensure the effectiveness of the feedback
- Specificity – Feedback should be in specific terms and it is an important element of feedback. It should always relate to the specific goal. To establish powerful feedback, the goals should be set before the work begins.
- Timeliness – Proper feedback should be provided on time. Timely feedback helps the employees to improve their performance, as it will help them to know about their performance and they can improve the performance and can correct the various problems.
- Manner – The manner in which the feedback is given also affects the performance of employees. Feedback should always be expressed in a positive manner so that the employees will respond to it in a better way.
360 Degree Feedback
360 Degree Feedback is an important performance management tool. Employees receive highly confidential information and positive feedback from the people working with them in this systematic process. The employee’s manager subordinates and peers provide feedback. An organization using 360-Degree feedback can easily evaluate the performance of its managers and can identify their strengths and weaknesses.
Key Factors of 360 Degree Feedback
There are various factors, which influence for the use of 360 Degree Feedback in the organizations. As the organizations are becoming big and complex, the problems also evolve in the human resource management of the organizations, and the growing complexity of organizations is considered as an important factor for the use of 360-Degree feedback. It becomes difficult to assess and measure the performance of employees and subordinates.
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Benefits of 360 Degree feedback
360 Degree feedback is very beneficial for organizations who want to improve the performance of their employees. One of the major advantages of 360 Degree feedback is that in this process feedback is obtained from all those persons who come into frequent contact with the recipient. As in 360 degree feedback, feedback is obtained from various sources it is more efficient and helps the employee in improving his skills.
Barriers or Disadvantages of 360 Degree Feedback
There are also some barriers of 360 Degree feedback that should be considered while implementing and designing this process. One of the barriers to 360 Degree feedback is that it can impact the personal relationships between the employees, therefore it is not considered advisable to disclose criticism about the individual involved. In addition, it can also have an impact on the working environment of the organization and can affect the performance of the organization (Gravett, 2000).
Organizational Case Study on Marks and Spencer
Marks and Spencer is one of the UK’s leading retailers, which serves over 21 million customers each week. It employs over 78000 people in UK and abroad and has 700 UK stores. It offers high quality clothing and home products as well as quality food. The company is also known for their green credentials, which is the result of their five-year eco plan.
Journal and Books
- Aguinis, H., 2013. Performance Management. 3rd ed. Prentice Hall.
- Atwater, E. L., Waldman, A.D. and Brett, F.J., 2002. Understanding and optimizing multisource
- Feedback, feedback everywhere ..but how effective is the 360-degree approach?. 2002. Training Strategies for Tomorrow. 16 (6). pp.19-22.
- Feedback. Human Resource Management Journal. 41 (2). pp.193-208.
- Fletcher, C., 2008 Appraisal, Feedback and Development – Making Performance Review Work. 4th ed. Routledge.
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