360 Degree Appraisal

Presented By:
- Anuj Prakash Gautam

MBA-3rd Semester
 -: Contents :-
• What is Performance Appraisal ?
• Various Methods of Performance
Appraisal.
• Introduction to 3600 Appraisal.
• What are 3600 Measures ?
• Background.
• The Concept and the Participants.
• Advantages & Disadvantages.
• 5 things to consider before you start 360
degree appraisal.
• 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.
 Methods of Performance
Appraisal

• Management by Objectives (MBO)

• 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 are 3600 Measures ?
• 360 degree measures behaviors and competencies.

• 360 degree addresses skills such as listening, planning, and

goal-setting.

• 360 degree focuses on subjective areas such as teamwork

character, and leadership effectiveness.

• 360 degree provides feedback on how others perceive an

employee.
 Background
360-degree methods have roots as early as the 1940s, however, there is some
disagreement regarding the exact genesis of the technique.

Despite these disagreements, one point that most scholars can agree on is 360-
degree performance appraisal has historical roots within a military context.

During the 1950s and 1960s this trend continued in the United States within
the Military service academies.

At the United States Naval Academy at Annapolis, the midshipmen used a

multi-source process called “peer grease” to evaluate the leadership skills of
their classmates.

In the corporate world during the 1960s and 1970s, organizations like Bank
of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and
RCA experimented with multi-source feedback in a variety of measurement
situations.
The Concept
 Participants
• Superiors
• Subordinates
• Peers/Colleagues
• Direct Reports
• Customers
• Self
 Advantages
To the individual: To the team:
Helps individuals to understand how Increases communication.
others perceive them. Higher levels of trust.
Better team environment.
Uncover blind spots. Supports teamwork.
Increased team effectiveness.
Quantifiable 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

 Improves customer service by involving them.

 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.
 5 things to consider before you
start 360 degree appraisal.
1. Purpose-
 clarify why and what.
 communicate to everyone.

2. Culture – are you ready?

 Do you have a mature enough team dynamic?
 Are you open enough?
 Those involved need to feel comfortable & supported.

3. Timing of introduction – also link with the planning cycle.

4. Roll out – champion?

 How to generate buy-in?
 Involve everyone early.

5. Confidentiality for appraisees and raters–non-attributable.

Companies using 3600 Performance
Appraisals.

Bell Atlantic
Bell-Core (1980)
International IBM (1980)
Ltd (1998)

Johnson & Xerox

Johnson Ltd (1980s)
(1980s) Wipro
Technologies Ltd
(Dec17th 2002)
Any Questions ???

Thank You