Applicability of 360-degree performance evaluations in Colombia’s freight transport sector: evidence from an organizational case study
DOI:
https://doi.org/10.61799/2216-0388.2080Keywords:
performance evaluation; 360° methodology; human talent; job competencies; freight transport; automation.Abstract
This study arose from delays in the performance evaluation process, the lack of a comprehensive assessment tool, and the need to strengthen competency-based human talent management in a Colombian freight transport organization, a situation that affected the timeliness of the process and its usefulness for feedback and decision-making. The objective was to analyze the applicability of 360° performance evaluation in the freight transport sector in Colombia, based on evidence obtained from an organizational case, the results derived from its implementation, and its effects on the human talent evaluation process. Methodologically, a descriptive study with a projective component was conducted in a Colombian company in the sector, with a population of 29 employees. The procedure was structured in four phases: identification of competencies, design of the automated performance evaluation, analysis of results, and formulation of an improvement plan. Information was collected through a diagnostic survey administered via Google Forms and processed using office software for quantification and interpretation. The results showed that the evaluation could be adapted according to positions, organizational levels, and competencies, rather than being applied as a homogeneous instrument across the organization. Likewise, overall performance exceeded the established minimum threshold, with an overall score of 4.21, which was close to the expected organizational target. In addition, automation reduced the total process time, improved follow-up, and achieved 91.89% compliance in the pilot implementation, while also enabling the identification of critical competencies and generating inputs for feedback and organizational improvement. It is concluded that the 360° methodology was applicable in the case studied and constituted a useful tool for strengthening human talent management and improving the evaluation process through automation. However, the findings should be interpreted as situated evidence of sectoral applicability and not as a direct generalization to all freight transport companies in Colombia.
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