Sunday, April 26, 2009

360 Reviews, A Tool by Murad S. Mirza International Human Resources Expert

Utilizing Tools for Productivity and Learning......

We asked Murad Mirza about his thoughts on 360 Feedback.
This is a tool which enables organizations to gather input from the
wide circle of stakeholders of an executive or manager, particularly
one which the employer wants to develop for greater authority and

Here is what he had to say on this tool:

I believe 360 feedback is an appealing concept, however, its application
is fraught with practical challenges that need to be overcome in order
to gain the desired performance appraisal objectives.

Some of the issues (not in any particular order) are as follows:

1. It is a tool and therefore care should be taken in the extent of its usage across the various hierarchical levels and applicability pertaining to certain type and size of organizations

2. The exercise itself can become quite cumbersome and requires a reasonable level of staff to manage the process

3. Certain appraisers, e.g., clients, may not be trained in its usage which may lead to more useless data than desired information

4. Conflicting feedback from various sources may increase the difficulty of trying to establish actual performance of the appraisee

5. The purpose of using 360 feedback often gets clouded between the issues of its usage as a Reward & Recognition tool or a Learning & Development tool for the respective employee

6. Frequency of such feedback, e.g., yearly, may deem it ineffective to gain information from certain stakeholders, e.g. peers or seniors who have left the organization

7. Clients/Suppliers may be unwilling to give negative feedback, especially, in case of a influential person in a monopoly business

8. It may not be useful in project-based industry, e.g., construction, which normally hires contractual staff who are released upon project completion

9. Certain economic conditions, e.g., recession, may nullify its usefulness, since employee performance becomes a subset of a broader context of organizational performance which
suffers as a victim of 'uncontrollable' macro-economic parameters

10. The manner of choosing sources for providing feedback may raise ethical issues,
especially, if 'scores' need to be settled

11. It normally looks at the past and may not be a good predictor of future performance

One of the key measures that need to be ensured is 'Simplicity', since,
such an initiative can easily become complicated and burdensome.

If you would like to have a sample 360 Template, which can be customized for your particular needs, please contact us. As with all tools, I recommend a 'test run' and subsequent refinement before 'full scale' application.

You can also find some of his previous contributions to this book at this link
Inter-Continent Consulting Assignments

Murad S. Mirza, Expert Resource to the NEW New World of Work

NNWOW is fortunate to receive timely input and advice from Murad S, Mirza, he earned a
B.S. No. Arizona University, MBA General Management & Marketing.

Mr. Mirza has more than 10 years of achievement-oriented professional experience as a Consultant, Auditor, Trainer and Manager in overlapping areas of Human Resources and
Quality Management. Murad S. Mirza is a respected contributing expert on NNWOW, particularly as a resource for international organizations and executives. He has lived in many parts of the world and now resides in Lohore, Pakistan.

His background in Organizational Development utilizes and establishes customer-focused management systems, re-engineering of business processes and improvement of performance standards. He has successfully guided, trained and audited organizations from service and manufacturing sectors in gaining strategic and operational advantage through responsive organizational structures, efficient business processes and enhanced internal / external customer orientation.

His extensive education includes a Master of Industrial Relations & Human Resource Management with Distinction from the University of Sydney, Australia.
He was also Certified Six Sigma Black Belt in 2006 at Singapore Quality Institute,
he graduated in the top third of his class when he received his MBA in General Management & Marketing at Lahore University of Management Sciences (LUMS), Pakistan preceded by years of study and a Bachelor of Science in Electrical Engineering from Northern Arizona University in 1994.

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