Q. No.1: What is 360 degree appraisal? What are the merits and demerits of it? 1.

360Appraisal
A 360-degree appraisal or "360" incorporates input from people in different relationships to the employee being appraised, and not just from the individual's boss. Direct reports, peers, and even customers may be asked to contribute their feedback

1.1 Advantages

Provides a more comprehensive view of employee performance. Increases credibility of performance appraisal. Feedback from peers enhances employee self-development. Increases accountability of employees to their customers.

1.2 Disadvantages

Time consuming and more administratively complex. Extensive giving and receiving feedback can be intimidating to some employees. Requires training and significant change effort to work effectively

Q.No.2: And is it possible to implement it in a large size organization? 2. Implementation of 360 appraisal in large organization
The popularity of 360-degree feedback is undeniable. Yet, the perceived benefits will help the personal development of workers only in the right organizational climate. When this method is utilized in the wrong environment, the results can be detrimental. With close consideration and evaluation of the environment, the decision to employ this tool, or another, should be made carefully. There are several factors of success and failure that can be happen in implementing this appraisal system in large organizations. Therefore, organizations must have to overcome on failures

2.1

Factors Linked to Success

Organizations that experience success with the 360-degree feedback methods have many environmental attributes present. Some of these are:

Organizational climate fosters individual growth

1

Criticisms are seen as opportunities for improvement Proper framing of feedback method by management Assurance that feedback will be kept confidential Development of feedback tool based on organizational goals and values Feedback tool includes area for comments Brief workers, evaluators and supervisors about purpose, uses of data and methods of survey prior to distribution of tool Train workers in appropriate methods to give and receive feedback Support feedback with back-up services or customized coaching

2.2

Factors Linked to Failure

Many large organizations have rushed into 360-degree feedback without laying the foundation for success. Typical errors include:

Feedback tied to merit pay or promotions Comments traced to individuals causing resentment between workers Feedback not linked to organizational goals or values Use of the feedback tool as a standalone without follow-up Poor implementation of 360-degree tool negatively affects motivation Excessive number of surveys are required of each worker with few tangible results provided to individuals