Case Study 360-Degree Appraisals At George

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A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria

Authors: M. EspinillaDepartment of Computer Sciences, University of Jaén, Spain
R. De AndréSPresad Research Group, Department of Economics and Economic History, University of Salamanca, Spain
F. J. MartíNezDepartment of Computer Sciences, University of Jaén, Spain
L. MartíNezDepartment of Computer Sciences, University of Jaén, Spain
2013 Article
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Published in:
· Journal
Information Sciences: an International Journal archive
Volume 222, February, 2013
Pages 459-471
Elsevier Science Inc.New York, NY, USA
table of contentsdoi>10.1016/j.ins.2012.08.015

aggregation processchoquet integralcomputing with wordsevaluation processheterogeneous informationintegral evaluation

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Philips is one of the world’s leading diversified technology companies, primarily focusing on healthcare, consumer technology and lighting.

In 2013, they undertook an extensive, global search for a new 360 degree feedback partner, appointing ETS.

Challenge: Better enable employee development in line with key competencies

The main business objective for Philips was to introduce a new 360 degree feedback programme that would better enable development of its employees.

Magdalena Bracco, HR Group Project Leader, Center of Expertise Leadership, Talent and
Learning at Philips, explains:

“We really believe in the power of feedback to grow our employees, and the 360 tool is the starting point for effective conversations and development plans.”

They asked ETS to create a 360 feedback tool and reports that’d be intuitive, making it easy for employees to give feedback and interpret the results.

Solution: Created a 360 feedback programme to focus employee development

The questionnaire

Philips and ETS ensured that the 360 questionnaire aligned with a new competency framework and leadership behaviours introduced at Philips. This allows people to see clearly their areas of strength and their development needs against key behaviours at Philips.

The system and reports

The report generated by the system and given to participants afterwards is equally clear and simple, highlighting just a couple of feedback themes and development areas. We created these in a highly visual format, graphically displaying key findings rather than showing lots of data.

Magdalena Bracco explains the thinking behind this:

“Our brief to ETS was that reports should ‘go beyond the number’ to explore key themes and capabilities for particular roles as this is more meaningful and beneficial for participants. This then allows them to have a focused development discussion with their line manager.”

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