which are practical tests about a person’s actual job skills and talents, “but these tests prove unreliable in predicting the performance of new hires” (Jones, 2000, p.118). The 360 Degree Feedback process helps to predict future performance of a worker by measuring all of their current job role activities and how they interact at the professional and social level with customers and coworkers. It is more reliable as a tool than other traditional human resources performance appraisals.
“Organizations need to regularly and systematically audit, evaluate and continually improve their performance appraisal systems” (Wilson and Western, 2001, p.93). It seems that traditional performance appraisals, which do not include 360 degree feedback, are not giving businesses the results they are looking for in regards to human resources. Therefore, they are looking for ways to monitor and change these processes to make them more efficient. At the human resources level, the 360 Degree Feedback system avoids having to go through the process of auditing and improving appraisal systems because the 360 degree process views the entire organization. For example, an employee who works in telemarketing might receive feedback from customers which indicate that the worker is unprofessional and lacks technical knowledge of client information. However, at the internal level, the worker is adored at the social level and has a great interpersonal relationship with colleagues and managers. The 360 Degree Feedback system would identify these client/worker failures right away, therefore less time is wasted in ongoing auditing. It is a tool which provides better insight into worker function from all levels.
The 360 Degree Feedback system also corrects issues of accuracy in performance appraisals, due to the fact that “virtually every problem is related to accuracy in one way or another” (Chandra, 2006, p.34). There could a manager in a division who has a certain dislike for one of