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360 Degree Performance Appraisal

1. 360-degree performance appraisal involves collecting feedback about an employee from their supervisor, subordinates, peers, and customers. Structured questionnaires are used to gather input on various performance and behavioral parameters. 2. It provides a more comprehensive view of an employee's performance from different perspectives. Feedback is collected through surveys and used to guide employees' professional development and career planning. 3. While it can increase the credibility and accuracy of assessments, 360-degree appraisal also requires more time and effort. If not implemented carefully, it risks causing tensions among staff or producing unreliable feedback. It works best for middle-to-senior level employees with more complex roles.

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169 views

360 Degree Performance Appraisal

1. 360-degree performance appraisal involves collecting feedback about an employee from their supervisor, subordinates, peers, and customers. Structured questionnaires are used to gather input on various performance and behavioral parameters. 2. It provides a more comprehensive view of an employee's performance from different perspectives. Feedback is collected through surveys and used to guide employees' professional development and career planning. 3. While it can increase the credibility and accuracy of assessments, 360-degree appraisal also requires more time and effort. If not implemented carefully, it risks causing tensions among staff or producing unreliable feedback. It works best for middle-to-senior level employees with more complex roles.

Uploaded by

Everstudy Online Classes
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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UGC NET COMMERCE

HRM

Topic

360 DEGREE PERFORMANCE


APPRAISAL

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www.everstudy.co.in
Performance Appraisal is the systematic evaluation of the performance of employees
and to understand the abilities of a person for further growth and development.
Performance appraisal is generally done in systematic ways which are as follows:

The supervisors The employers The supervisor


measure the pay are in position analyses the
of employees to guide the factors behind
and compare it employees for a work
with targets and better performances of
plans. performance. employees.

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METHODS OF PERFORMANCE APPRAISAL
Traditional methods Modern methods

1. Ranking Method
1. Management by Objectives (MBO)
2. Paired Comparison
3. Grading Method
2. Behaviorally Anchored Rating Scales (BARS)
4. Forced Distribution Method
5. Forced-Choice Method
6. Check-List Method 3. Assessment Centers
7. Critical Incidents Method
8. Graphic Rating Scale Method 4. 360 – Degree Appraisal
9. Essay Method
10. Field Review Method
5. Human Resource Accounting
11. Confidential Report

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What is 360 Degree Appraisal?

A gift - a chance to see ourselves as


others see us

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What is 360 Degree Appraisal?

360-degree Appraisal is an assessment process used to improve


managerial effectiveness by providing the manager with a more
complete assessment of their effectiveness, and their performance and
development needs.

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What is 360 Degree Appraisal?
✓ In 360-degree appraisal system, an employee is appraised by his supervisor, subordinates, peers, and

customers with whom he interacts in the course of his job performance. All these appraisers provide

information or feedback on an employee by completing survey questionnaires designed for this purpose.

✓ Structured questionnaires are used to collect responses about a manager from his bosses, peers and

subordinates. Several parameters relating to performance and behavior are used in the questionnaires.

✓ Each manager is assessed by a minimum of fifteen colleagues, at least two of them being his bosses, four of

them peers, and six of them subordinates.

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What is 360 Degree Appraisal?
✓Combining meaningful observations from others in the form of
feedback.
✓It is multi-directional.
✓ It is also self assessment.
✓Other names
1. Multi-rater feedback
2. Multi-source feedback
3. Full-circle appraisal
4. Group performance review

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What the process involves?
Obtaining feedback from the manager's key contacts. These would normally
include:

1. The manager him/herself

2. Subordinates (employees who work for the manager)

3. Peers (fellow managers)

4. Managers (senior management)

5. Customers

6. Suppliers
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FOR WHICH CATEGORY OF EMPLOYEES IS THIS TOOL USED?

➢Usually, this tool is used for employees at middle and senior level.
The complexity of their roles enables the organization to generate
sufficient data from all stakeholders for a meaningful assessment.

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WHICH ORGANISATIONS USE 360 DEGREE TO ASSESS
EMPLOYEE PERFORMANCE?

✓Most organizations that focus on employee development use the 360-degree tool to assess
performance and potential of staff and enable the employees to map their career path
based on the feedback. Organizations take 360-degree feedback about an employee before
taking a major decision about the professional's career.

✓The results from 360-degree feedback are often used by the person receiving the feedback
to plan training and development. Results are also used by some organizations in making
administrative decisions, such as pay or promotion. When this is the case, the 360
assessment is for evaluation purposes, and is sometimes called a "360-degree review."

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Components of 360 Degree Appraisal?

1. Self Appraisal 2. Superior’s Appraisal

A 360 degree
appraisal has four
stages in it:

3. Sub-ordinates Appraisal 4. Peer Appraisal

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Advantages of 360 degree appraisal

1. Offer a more comprehensive view towards the performance of employees.


2. Improve credibility of performance appraisal.
3. Such colleague’s feedback will help strengthen self-development.
4. Increases responsibilities of employees to their customers.
5. The mix of ideas can give a more accurate assessment.
6. Opinions gathered from lots of staff are sure to be more persuasive.
7. Not only manager should make assessments on its staff performance but other colleagues
should do, too.

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Disadvantages of 360 degree appraisal
1. Taking a lot of time, and being complex in administration
2. Extension of exchange feedback can cause troubles and tensions to
several staff.
3. There is requirement for training and important effort in order to achieve
efficient working.
4. It will be very hard to figure out the results.
5. Feedback can be useless if it is not carefully and smoothly dealt.
6. Can impose an environment of suspicion if the information is not openly
and honestly managed.
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www.everstudy.co.in

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