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    360 Degree Performance Appraisal

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    Jyotsna Gautam
    360 degree performance appraisals have been used since the 1950s but gained popularity in the 1990s due to advances in technology. It involves self-appraisal and evaluations from subordinates, peers, superiors, and sometimes customers to provide comprehensive feedback on an employee's performance. The four integral components are self-appraisal, subordinate appraisal, peer appraisal, and superior appraisal. Advantages include better recognition of performance, assessment of development needs, and improvements to organizational climate and customer satisfaction. Disadvantages include the cost, potential for subjectivity, and inability to ensure confidentiality.

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    360 Degree Performance Appraisal

    Uploaded by

    Jyotsna Gautam
    261 views14 pages
    360 degree performance appraisals have been used since the 1950s but gained popularity in the 1990s due to advances in technology. It involves self-appraisal and evaluations from subordinates, peers, superiors, and sometimes customers to provide comprehensive feedback on an employee's performance. The four integral components are self-appraisal, subordinate appraisal, peer appraisal, and superior appraisal. Advantages include better recognition of performance, assessment of development needs, and improvements to organizational climate and customer satisfaction. Disadvantages include the cost, potential for subjectivity, and inability to ensure confidentiality.

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    This presentation deals with the emerging trends in employee performance appraisal mechanism ...

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    360 degree performance appraisals have been used since the 1950s but gained popularity in the 1990s due to advances in technology. It involves self-appraisal and evaluations from subordinates, peers, superiors, and sometimes customers to provide comprehensive feedback on an employee's performance. The four integral components are self-appraisal, subordinate appraisal, peer appraisal, and superior appraisal. Advantages include better recognition of performance, assessment of development needs, and improvements to organizational climate and customer satisfaction. Disadvantages include the cost, potential for subjectivity, and inability to ensure confidentiality.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    261 views14 pages

    360 Degree Performance Appraisal

    Uploaded by

    Jyotsna Gautam
    360 degree performance appraisals have been used since the 1950s but gained popularity in the 1990s due to advances in technology. It involves self-appraisal and evaluations from subordinates, peers, superiors, and sometimes customers to provide comprehensive feedback on an employee's performance. The four integral components are self-appraisal, subordinate appraisal, peer appraisal, and superior appraisal. Advantages include better recognition of performance, assessment of development needs, and improvements to organizational climate and customer satisfaction. Disadvantages include the cost, potential for subjectivity, and inability to ensure confidentiality.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 14

    360 DEGREE PERFORMANCE APPRAISAL

    BY Group 6 Vaibhav Sharma (003) Jegath Prabhu (025) Jyotsna Gautam (026) Murali Krishna D (032) Shyamlal S (048)

    BACKGROUND
    360-degree methods have been used since 1950s at Esso Research and Engineering company Difficulty in collecting and collating data prevented it from becoming popular Organizations like Bell Labs, Bank of America, Nestle, Disney and United Airlines have experimented with the system in 1960s and 1970s Gained momentum in the 1990s due to the advancements in technology

    INTRODUCTION
    360-degree performance appraisal also known as multi-rater performance appraisal Most comprehensive appraisal feedback about the employees performance, from all the sources that come in contact with the employee on his job It helps in better understanding of the competitive advantage and disadvantages of the current manpower resources and develop them

    FOUR INTEGRAL COMPONENTS


    Self appraisal Subordinates appraisal Peer appraisal Superiors appraisal

    Who should conduct 360 degree performance appraisal?

    The Appraisers
    Superiors: First line supervisor often carries the full cycle of performance management Self: Helps in projecting certain work which are not readily observable by the supervisor
    Caution: Most self ratings would be highly inflated

    Peers: Helps supervisor into a coaching role rather than purely judging role Subordinates:
    Gives supervisor a more comprehensive picture Employee empowerment in terms of organizational decision making

    Customers: Serves as an overall feedback in addition to other factors

    Advantages of 360 degree Approach


    Performance Appraisal
    Recognition of performance. Providing feedback on individual performance. Providing a basis for self-evaluation.

    Assessing Employee Development:


    Diagnosing training and career development needs. Providing a basis for promotion, dismissal, job enrichment, job enlargement, job transfer, probation, etc. Monetary and other rewards.

    Organizational Climate Study:


    Organizational environment improvement needs Changes in the Managerial approaches, leadership, etc

    Customer Satisfaction Study


    Employees attitudinal change Customer satisfaction improvements

    Advantages of 360 degrees to the stakeholders


    Help individuals to understand how others perceive them

    Quantifiable data on soft skills

    To the employees

    Uncovers blind spots

    Better team environment


    Higher levels of trust Supports team work

    Increases communication

    To the Team

    Increased Team Effectiveness

    Improves customer service by involving them

    Conduct relevant training


    Reinforced Corporate Culture by linking survey items to organizational leadership competencies and company values

    Promotes from within

    Better career development for employees

    To the Organization

    Disadvantages of 360 degree Approach


    Costly and time consuming process. Without having adequate resource to implement the process, it will end up nowhere and develop financial burden to organization There are high chances of subjectivity from the management and employee part in the feed back assessment Many times the confidentiality of the appraisal cannot ensure from the HR department The trust and confidence on the employees who undergo this feedback assessment process is a determinant factor in its outcome. Many consider this appraisal as tool for downsizing

    Value Addition
    Accuracy: Anonymity involved in upward feedback makes appraisal process more transparent and honest Understanding from different persons point of view:
    Feedback from different perspectives provides insights as to how ones performance is perceived by different groups Helps cases where managers are not able to observe complete effectiveness of the employee

    Reinforce the organization's values around performance by communicating the competencies and behaviors and hold people accountable for developing required skills Openness: Managers and their employees to talk openly about their performance and plan ways of developing their capabilities.

    CONCLUSION
    360 degree feedback is generally carried out for managers as it helps to assess their leadership and managing styles It is powerful development tool if conducted periodically Supervisors will feel the relief of no longer carrying the full burden of assessing the subordinate performance When used with consideration and discipline, feedback recipients will feel that they are being treated fairly

    Thank You

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