Here is the synopsis of our sample research paper on HUMAN RESOURCES: THE 720-DEGREE PERFORMANCE APPRAISAL. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 4-page paper focuses on the 720-degree performance appraisal, describing what it is, its benefits and potential downfalls. Bibliography lists 2 sources.
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4 pages (~225 words per page)
File: D0_MThrsevtwe.rtf
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Unformatted sample text from the term paper:
and recommend how they can better get ahead and use their skills on behalf of the company. One such tool that has been gaining in popularity in recent years is
the 360-degree feedback process followed, more recently, by the 720-degree feedback process. There is not much in the way of literature about
the 720-degree feedback process at it pertains to employees. One definition dubs it as the 360-degree feedback process, repeated. But in recent years, the more appropriate definition of the 720-degree
review is that of a employees performance, the assessment, and the customers viewpoint (Jakobson, 2005). David Ulrich, a professor of business
administration at the University of Michigans Ross School of Business says the 720-degree review targets three areas - what customers/investors expect and what the employee can/should be doing to better
serve that expectation; how customers view an employees performance and finally, what skills the employee should focus on improving (Jakobson, 2005). The theory behind the 720-degree feedback is that it
allows the employee to prioritize time and effort to benefit the customer/investor, while providing guideposts toward developing his/her own career (Jakobson, 2005).
Given that the 720 method is still relatively new, not much exists when it comes to whether its actually effective, or why organizations might prefer it. We can better
answer this question by analyzing the 360-degree feedback process; as the 720-degree feedback is similar; only differing by the addition of customer feedback to the process.
The theory behind the 360-degree feedback method can be boiled down to one aspect: the more involved in the personnel feedback process, the more comprehensive the
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