More comprehensive and objective assessment of employee performance

Oct 13, 2025 by recoveryshake.com 37 views

Introduction

In today's fast-paced business environment, performance measurement is a crucial aspect of any organization's success. It helps companies to evaluate employee performance, identify areas of improvement, and make informed decisions about employee development and career advancement. However, traditional performance appraisal methods often fall short in providing a comprehensive and objective assessment of employee performance. This is because they rely heavily on subjective ratings from a single supervisor, which can lead to biases and inaccuracies.

The Need for a More Comprehensive Performance Appraisal Method

P.T. Kurnia Aneka Gemilang, a company engaged in making sweet syrup, faced similar challenges in employee performance appraisal. The company's traditional assessment method using a rating scale was found to be less objective, as it only considered the perspective of one individual - the supervisor. This limited view of employee performance did not provide a complete picture of an employee's strengths and weaknesses, making it difficult for the company to make informed decisions about employee development and career advancement.

The Integration of 360 ° Feedback and AHP

In an effort to improve the performance appraisal system, P.T. Kurnia Aneka Gemilang applied the integration of 360 ° Feedback and Analytic Hierarchy Process (AHP). This innovative approach provides a more comprehensive and objective assessment of employee performance by considering multiple perspectives, including:

Superiors: Evaluations from supervisors provide a top-down view of employee performance.
Coworkers: Feedback from colleagues offers a peer-to-peer perspective on employee performance.
Subordinates: Assessments from direct reports provide a bottom-up view of employee performance.
Self-assessment: Employees' self-evaluations offer a personal perspective on their performance.

The AHP Methodology

The AHP methodology involves a series of steps to determine the priority of variables and subvariables in the performance measurement process. The process starts by determining the weight for each variable and subvariable, followed by the performance appraisal of each subvariable for each manager. The results of the 360 ° feedback and AHP integration show the priority weight of the variables as follows:

Work Competencies: 0.3620
Personal Characteristics: 0.3325
General Properties: 0.3055

The subvariable with the highest priority is leadership, communicative skills, and level of work commitment.

Analysis of Results

The analysis of the results of the performance appraisal shows the gap between employee self-assessment and assessment from other parties, both positive and negative gaps. Although in general, the performance of managers is considered good, it is essential for them to pay attention to the improvement in priority subvariables in order to achieve the desired performance value. Thus, the application of the 360 ° Feedback and AHP integration method has proven to be more effective than the assessment method previously used in the company.

Benefits of 360 ° Feedback and AHP Integration

The application of 360 ° feedback and AHP integration not only provides benefits in terms of assessment but also contributes to the development of better and innovative work culture in the company. This is an important step towards increasing the efficiency and effectiveness of the organization in the future.

Conclusion

In conclusion, the integration of 360 ° feedback and AHP has proven to be a more effective performance appraisal method than traditional assessment methods. By considering multiple perspectives and prioritizing important variables, companies can gain a more comprehensive understanding of employee performance and make informed decisions about employee development and career advancement. This innovative approach has the potential to improve individual performance, build a more solid and productive team, and contribute to the development of a better and innovative work culture in the company.

Q1: What is 360 ° Feedback, and how does it differ from traditional performance appraisal methods?

A1: 360 ° Feedback is a performance appraisal method that considers multiple perspectives, including superiors, coworkers, subordinates, and self-assessment. This approach provides a more comprehensive and objective assessment of employee performance compared to traditional methods, which often rely on subjective ratings from a single supervisor.

Q2: What is AHP, and how is it used in conjunction with 360 ° Feedback?

A2: AHP (Analytic Hierarchy Process) is a decision-making methodology that helps to determine the priority of variables and subvariables in the performance measurement process. In conjunction with 360 ° Feedback, AHP is used to analyze the results of the performance appraisal and identify areas of improvement.

Q3: What are the benefits of using 360 ° Feedback and AHP integration in performance measurement?

A3: The benefits of using 360 ° Feedback and AHP integration include:

More comprehensive and objective assessment of employee performance
Improved accuracy and reliability of performance data
Identification of areas of improvement and opportunities for growth
Development of a better and innovative work culture

Q4: How does 360 ° Feedback and AHP integration contribute to employee development and career advancement?

A4: 360 ° Feedback and AHP integration provide a more comprehensive understanding of employee performance, which enables companies to make informed decisions about employee development and career advancement. By identifying areas of improvement and opportunities for growth, companies can provide targeted training and development programs to help employees achieve their full potential.

Q5: What are the challenges of implementing 360 ° Feedback and AHP integration in a company?

A5: Some challenges of implementing 360 ° Feedback and AHP integration include:

Resistance to change from employees and managers
Difficulty in collecting and analyzing data
Need for training and support for employees and managers
Potential for bias and subjectivity in the assessment process

Q6: How can companies overcome the challenges of implementing 360 ° Feedback and AHP integration?

A6: Companies can overcome the challenges of implementing 360 ° Feedback and AHP integration by:

Providing clear communication and training to employees and managers
Establishing a clear and consistent assessment process
Ensuring the anonymity and confidentiality of employee feedback
Providing ongoing support and coaching to employees and managers

Q7: What are the future implications of 360 ° Feedback and AHP integration in performance measurement?

A7: The future implications of 360 ° Feedback and AHP integration in performance measurement include:

Increased use of technology to collect and analyze data
Development of more sophisticated and advanced assessment tools
Greater emphasis on employee development and career advancement
Improved accuracy and reliability of performance data

Conclusion

In conclusion, 360 ° Feedback and AHP integration is a powerful tool for performance measurement that provides a more comprehensive and objective assessment of employee performance. By considering multiple perspectives and prioritizing important variables, companies can gain a more accurate understanding of employee performance and make informed decisions about employee development and career advancement.