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Abhijeet Gupta, Director Human Resources at Tejas Hotels, Palaces,Resorts after joining was likely to bring changes in Performance Management System which was more traditionally driven and very conservative at Tejas. Tejas was using MBO appraisal method which was not proving very effective. Abhijeet was planing to introduce either Graphic Rating Scale or BARS for managerial level and as a pilot wanted to introduce it for Talent Acquisition Managers first. Also, Abhijeet was planning to introduce 360 degree feedback for Sr. managers, VP and above level and again was planning to first introduce for VP HR. (1. Job description of Talent Acquisition Managers: Responsible for driving recruitment cycle along with strategizing for ensuring pipeline as per the requirement from the business. Managing the complete recruitment life-cycle for sourcing the best talent hiring from diverse sources as per manpower requirements.
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Responsible for Entire Talent acquisition for Front line staff. Provides feedback on applicants and candidates and ensures timely coordination of candidate movement through various systems Ensuring compliance related to recruitment Managing appropriate source mix of hiring Excellent stakeholder management through regular interaction and hiring updates Post line manager selection, doing the documentation process for selected candidates, negotiating offer and rolling out offers. Post offer acceptance communicating to the candidates on induction day and joining formalities. During all these transactions maintaining an overall good candidate experience) 2. Job description of VP HR: Oversee organization’s recruitment, interview, selection, hiring processes Review from time to time organization’s L&D and Performance Management processes Plan employee benefit, payroll, health and safety programs Facilitate and monitor the implementation of standardized human resource processes Adhere to all internal policies and legal standards Update antiquated systems (e.g. paper-based timesheets, grievance procedures) Effectively structure benefits programs to attract and retain top talent) Questions: 1. Prepare a Graphic Rating Scale/BARS keeping in mind the Job description of Talent Acquisition Managers. 2. You have to place yourself in role of Abhijeet and plan in detail the introduction of 360 degree feedback for Sr. managers, VP and above level, and also design the steps you would take to facilitate Organization’s Readiness for 360 degree feedback/any MDP to be conducted (and if MDP to be conducted design objectives and sessions of MDP as well). You may include the learnings you might receive if you pilot test 360 introduction at VP HR level. (For Question 2, you are NOT required to prepare 360 degree feedback form for any level)The Understanding Of 360-Degree Feedback And Its BenefitsExpert Answer
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Step 1/2
A Graphic Rating Scale/BARS is a performance appraisal method that uses a rating scale to evaluate an employee's job performance. The scale typically includes a range of performance criteria and corresponding descriptions that define the quality of the employee's work.
To develop a Graphic Rating Scale/BARS for Talent Acquisition Managers at Tejas Hotels, Palaces, Resorts, the following steps can be taken:
Step 1: Identify performance criteria. The first step in developing a Graphic Rating Scale/BARS is to identify the performance criteria that are relevant to the job. Based on the job description of Talent Acquisition Managers at Tejas, some performance criteria that could be used include: The Understanding Of 360-Degree Feedback And Its Benefits
- Recruitment Cycle Management
- Sourcing Best Talent
- Compliance Adherence
- Stakeholder Management
- Candidate Experience Management
Step 2: Define performance levels. Once the performance criteria have been identified, the next step is to define the performance levels for each criterion. For example, for the "Recruitment Cycle Management" criterion, the following performance levels could be defined:
- Level 1: Does not meet expectations - Fails to manage recruitment cycle efficiently and effectively.
- Level 2: Meets expectations - Manages recruitment cycle as per the set timelines with good quality of hire.
- Level 3: Exceeds expectations - Exceeds the recruitment cycle timelines and delivers the best quality of hire with the help of stakeholders.
Step 3: Develop a rating scale. After defining the performance levels, the next step is to develop a rating scale that corresponds to each level. For example, the following rating scale could be used for the "Recruitment Cycle Management" criterion:
- Level 1: 0-49%
- Level 2: 50-79%
- Level 3: 80-100%
Step 4: Develop a performance appraisal form. The final step is to develop a performance appraisal form that includes the performance criteria, performance levels, and rating scale. The form should also provide space for comments and suggestions for improvement. An example of a performance appraisal form for Talent Acquisition Managers at Tejas Hotels, Palaces, Resorts using the Graphic Rating Scale/BARS method is as follows: The Understanding Of 360-Degree Feedback And Its Benefits
Performance Criteria:
- Recruitment Cycle Management
- Sourcing Best Talent
- Compliance Adherence
- Stakeholder Management
- Candidate Experience Management
Performance Levels:
- Level 1: Does not meet expectations.
- Level 2: Meets expectations.
- Level 3: Exceeds expectations.
Rating Scale:
- Level 1: 0-49%
- Level 2: 50-79%
- Level 3: 80-100%
Comments and Suggestions for Improvement:
Overall Rating: ______________________________
Evaluator's Name: ______________________________
Date: ______________________________
- Explanation for step 1
For designing a Graphic Rating Scale or BARS for Talent Acquisition Managers, we need to identify the key performance areas based on the job description provided. Similarly, we can design a scale for each key performance area to evaluate the performance of Talent Acquisition Managers.
Step 2/2
Introduction of 360 Degree Feedback for Senior Managers, VP and above: As the Director Human Resources at Tejas Hotels, Palaces, Resorts, I plan to introduce 360-degree feedback for senior managers, VPs, and above levels. The following are the steps I would take to facilitate the organization's readiness for the 360-degree feedback process:
Step 1: Conduct a Needs Analysis Before introducing 360-degree feedback, it is essential to conduct a needs analysis to determine the current state of the organization's performance management system. This analysis will help identify the gaps in the current system and develop strategies to address them. The analysis will also determine the level of acceptance and readiness for the 360-degree feedback process. The Understanding Of 360-Degree Feedback And Its Benefits
Step 2: Develop a Communication Plan Once the needs analysis is complete, it is important to develop a communication plan that outlines the purpose, benefits, and process of the 360-degree feedback process. The communication plan will help ensure that all stakeholders understand the importance of the feedback process and are prepared to participate.
Step 3: Identify a Pilot Group Before rolling out the 360-degree feedback process to the entire organization, it is important to identify a pilot group. The pilot group will help test the process, identify any issues, and refine the process before rolling it out to the entire organization. For Tejas, the VP HR will be the pilot group.
Step 4: Design the 360-Degree Feedback Process The next step is to design the 360-degree feedback process. This will involve determining the objectives of the process, selecting the raters, developing the feedback form, and determining the timeline for the process. The objectives of the process will be to identify areas of strength and improvement for each individual and to provide feedback on their behavior and performance. The raters will include supervisors, subordinates, peers, and customers/clients.
Step 5: Develop Training and Development Programs To ensure the success of the 360-degree feedback process, it is important to develop training and development programs. The training program will help prepare the participants for the feedback process and ensure that they understand the purpose and benefits of the process. The development program will help the participants develop their skills and abilities based on the feedback they receive. The Understanding Of 360-Degree Feedback And Its Benefits
Step 6: Conduct the 360-Degree Feedback Process Once the 360-degree feedback process is designed, the pilot group will participate in the process. The process will involve collecting feedback from the raters, compiling the feedback into a report, and providing the report to the individual. The individual will then review the feedback, identify areas for improvement, and develop an action plan.
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Step 7: Evaluate and Refine the Process After the pilot group has completed the 360-degree feedback process, it is important to evaluate and refine the process. The evaluation will help determine the effectiveness of the process, identify any issues, and develop strategies to address them. The process will then be refined based on the feedback received.
Step 8: Roll Out the Process to the Entire Organization Once the 360-degree feedback process has been tested and refined, it can be rolled out to the entire organization. The communication plan developed earlier will be used to ensure that all stakeholders understand the process and are prepared to participate.
Objectives of the MDP sessions:
To ensure the success of the 360-degree feedback process, it is important to develop training and development programs. The objectives of the MDP sessions will be to:
- Provide training on the 360-degree feedback process.
- Help participants understand the purpose and benefits of the feedback process.
- Provide guidance on how to develop action plans based on feedback received.
- Develop leadership skills and abilities.
- Enhance communication and interpersonal skills.
Sessions of MDP:
Based on the objectives outlined above, the following sessions can be included in the MDP:
Session 1: Introduction to 360 Degree Feedback
- Overview of the 360 Degree Feedback process
- Explanation of the benefits and purpose of 360 Degree Feedback
- Discussion of how the feedback will be collected, analyzed and used.
Session 2: Preparing for 360 Degree Feedback
- Understanding the self-assessment process
- Identifying strengths and weaknesses
- Developing self-improvement goals
Session 3: Conducting 360 Degree Feedback
- Discussing how feedback is collected from multiple sources.
- Analyzing the feedback
- Developing an action plan for improvement
Session 4: Providing Feedback to Others
- Understanding how to provide constructive feedback.
- Practice in giving feedback to others.
- Reviewing feedback given and received.
Session 5: Action Planning
- Developing an action plan based on feedback received.
- Identifying key areas for improvement.
- Setting SMART goals and objectives.
Session 6: Implementation of Action Plan
- Understanding the importance of taking action and following through
- Developing strategies to overcome barriers to implementation.
- Tracking progress and monitoring success
Session 7: Review and Follow-Up
- Reviewing progress made since the initial feedback was received.
- Discussing what has worked and what needs improvement.
- Receiving additional feedback and setting new goals for improvement. The Understanding Of 360-Degree Feedback And Its Benefits
- Explanation for step 2
The communication plan developed earlier will be used to ensure that all stakeholders understand the process and are prepared to participate in feedback process.
MDP should be designed to provide a comprehensive and supportive approach to 360 Degree Feedback, with a focus on helping senior managers, VPs, and above to use feedback as a tool for continuous learning and improvement. By providing a safe and supportive environment, participants can learn from each other and work together to develop the skills and competencies needed to succeed in their roles.
Final answer
Summary:
- Graphic Rating Scale/BARS for Talent Acquisition Managers: A Graphic Rating Scale/BARS can be designed for Talent Acquisition Managers to evaluate their performance based on specific job-related criteria. The rating scale can include aspects such as sourcing quality candidates, managing the recruitment process, compliance, stakeholder management, and candidate experience. This can be used as an effective tool to measure and improve the performance of Talent Acquisition Managers.
- Introduction of 360-degree feedback for Sr. Managers, VP and above level, and facilitating Organization’s Readiness for 360-degree feedback: To introduce 360-degree feedback, the following steps can be taken: The Understanding Of 360-Degree Feedback And Its Benefits
Step 1: Create awareness about 360-degree feedback and its benefits to the organization, managers, and employees.
Step 2: Develop a feedback form that includes a mix of open-ended questions and scaled questions to evaluate the employee's performance based on behavior, leadership, and communication skills.
Step 3: Conduct a pilot test of the 360-degree feedback process with VP HR to learn and improve the process before implementing it for senior managers.
Step 4: Train employees, managers, and raters on how to provide constructive feedback, interpret the feedback results, and use them to improve their performance.
Step 5: Provide regular feedback to employees and encourage them to use the feedback to identify areas of improvement and develop action plans.
- Design objectives and sessions of MDP:
The objectives of the MDP can be to: The Understanding Of 360-Degree Feedback And Its Benefits
- Enhance the understanding of 360-degree feedback and its benefits.
- Develop skills for providing and receiving constructive feedback.
- Identify areas of improvement based on feedback results.
- Develop action plans to improve performance.
The sessions can include:
- Introduction to 360-degree feedback and its benefits.
- Training on giving and receiving constructive feedback.
- Practice sessions on providing feedback.
- Interpretation of feedback results.
- Identification of areas of improvement and developing action plans. The Understanding Of 360-Degree Feedback And Its Benefits
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