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The Optimal Frequency To Perform 360-Degree Feedback - A Cost/Benefit Analysis

Es, Max van (2022) The Optimal Frequency To Perform 360-Degree Feedback - A Cost/Benefit Analysis.

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Abstract:This research paper is about 360-degree performance feedback and focuses on finding the optimal frequency to perform this type of feedback by taking into consideration the (non-monetary) costs and benefits. 360-degree feedback is an appraisal system in which employees receive confidential feedback from the people who work together with them. 360-degree performance feedback aids in the development of a more effective management style, increased communication, stronger teamwork, a better awareness of strengths and weaknesses, and the acknowledgment of the need of good relationship skills (Hurley, 1998). Already existing literature of 360-degree performance feedback has been reviewed to gain an understanding about how this appraisal systems is functioning. Literature about the costs and the benefits of this type of feedback. Current literature hardly takes into account the frequency to perform 360-degree performance feedback and therefore, this research is conducted. To gain the necessary data for this research, an organization which implemented the 360-degree appraisal system has been interviewed. Employees, managers, and HR-managers have been interviewed to gain more knowledge and understanding about the topic. Based on the results of the interviews, one can conclude that there is no specific optimal frequency to perform 360-degree performance feedback if we take into consideration the cost and the benefits. To make it more beneficial for both the organization and the employees, it should be made a continuous process in which the data for the feedback is collected throughout the whole year to get a better overview of the employee.
Item Type:Essay (Bachelor)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:International Business Administration BSc (50952)
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