360 Degree Appraisal

Presented By:
- Aditya Agrawal
- Vishakha Saini
- Shubhangi Rajvanshi
- Ankit Singh
- Sambhav Saini
- Ashutosh Sharma

-: Contents :

What is Performance Appraisal ?

Various Methods of Performance Appraisal.
Introduction to 3600 Appraisal.
What are 3600 Measures ?
The Concept and the Participants.
Advantages & Disadvantages.
Uses of 360 Degree Feedback
Why 360 Degree Appraisal Programs Fail
Companies Using 3600 Appraisal.

What is Performance Appraisal ?

Performance Appraisal is the process of obtaining,
analyzing and recording information about the
relative worth of an employee.
Its Objectives:
To judge the gap between the actual and the desired
performance.

To help the management in exercising organizational control.

To diagnose the strengths and weaknesses of the individuals.

To provide feedback to the employees regarding their past

performance.

 Management
Methods
of
Performance
by Objectives
(MBO)
Appraisal

360-Degree Appraisal

Behavioral

Observation Scale

Behaviorally Anchored

Rating Scale (BARS)

Introduction to
3600 Appraisal
360 - Degree Appraisal is a system or process in
which employees receive confidential, anonymous
feedback from the people who work around them.

What 3600 Measures ?

360

degree measures behaviors and competencies.

360

degree addresses skills such as listening, planning, and goalsetting.

360

degree focuses on subjective areas such as teamwork

character, and leadership effectiveness.

360

degree provides feedback on how others perceive an

employee.

The Concept

Participants
Superiors
Subordinates
Peers/Colleagues
Direct

Reports
Customers
Self

Advantages
To the individual:
Helps

individuals to understand

how
others perceive them.
Uncover

blind spots.

Quantifiable

To the team:
Increases communication.
Higher levels of trust.
Better team environment.
Supports teamwork.
Increased team effectiveness.

data on soft skills.

To the organization:
Reinforced corporate culture by linking
survey items to organizational leadership
competencies and company values.

Better career development for employees

Disadvantages
It is the most costly and time consuming type of appraisal.
These programs tend to be somewhat shocking to managers
at first.
The problems may arise with subordinate assessments.
The organization implementing this type of performance
appraisal must clearly define the mission and the scope of the
appraisal.
Organizations must consider other issues like safeguarding
the process from unintentional respondent rating errors.

Uses of 360 Degree Feedback

There are several uses of 360 degree feedback system such asSelf

development and individual counselling

Part of organised training and development
Team building
Performance management
Strategic or Organised development
Validation of training and other initiative.

Why 360 Degree Appraisal Programs

Fail?
The 360 degree
feedback would fail if
it does not get the
dedicated commitment
of top management
and the HR, resources
(time, financial
resources etc),
planned
implementation and
follow up.

Copyright ManagementStudyGuide.com

Companies using 3600 Performance

Appraisals.
Bell Atlantic
Bell-Core
International
Ltd (1998)
Johnson &
Johnson Ltd
(1980s)

(1980)

IBM (1980)

Xerox
(1980s)
Wipro
Technologies Ltd
(Dec17th 2002)

Any Questions ???