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  • 360 Degree Appraisal 563

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    A 360 degree appraisal involves collecting performance feedback on an individual from their supervisor, peers, direct reports, and customers. It measures the behaviors and competencies shown by an individual in achieving their goals. 360 degree appraisals can be used for self-development, training, incentives, and organizational development. However, they are also time consuming, require significant change management efforts, and responses may be biased. Conducting an effective 360 degree appraisal requires top management support, clear communication, employee training, and changing organizational culture.

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    A 360 degree appraisal involves collecting performance feedback on an individual from their supervisor, peers, direct reports, and customers. It measures the behaviors and competencies shown by an individual in achieving their goals. 360 degree appraisals can be used for self-development, training, incentives, and organizational development. However, they are also time consuming, require significant change management efforts, and responses may be biased. Conducting an effective 360 degree appraisal requires top management support, clear communication, employee training, and changing organizational culture.

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    68 views10 pages

    360 Degree Appraisal 563

    Uploaded by

    john_567
    A 360 degree appraisal involves collecting performance feedback on an individual from their supervisor, peers, direct reports, and customers. It measures the behaviors and competencies shown by an individual in achieving their goals. 360 degree appraisals can be used for self-development, training, incentives, and organizational development. However, they are also time consuming, require significant change management efforts, and responses may be biased. Conducting an effective 360 degree appraisal requires top management support, clear communication, employee training, and changing organizational culture.

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    of 10

    360 DEGREE

    APPRAISAL
    WE SHALL COVER
    • What is 360 degree appraisal
    • Key features
    • Traditional Vs 360 Degree
    Feedback
    • Can be used for.....
    • Drawbacks
    • Pre-requisites
    360 DEGREE APPRAISAL
    • Systematic collection of
    performance data on an individual
    or group, derived from a number of
    stakeholders being the immediate
    supervisor, team members,
    customer peer and self.
    KEY FEATURES
    • 360 refers to the
    360 degrees in a circle
    • Comes from all sources around the
    employee
    • Measures the behaviors and
    competencies shown by an
    individual while achieving goals.
    CAN BE USED FOR…
    • Self-development and individual
    counseling
    • Part of ‘organized’ training and
    development
    • Strategic or organization development
    • Incentives
    DRAWBACKS
    • Time consuming and more
    complex.
    • Requires training and significant
    change effort
    • Biased Responses
    • The system may be utilized to
    humiliate people.
    PRE-REQUISITES
    • Top management backing
    • Communication of goals
    • Training employees
    • Learning to receive feedback
    • Change in organizational culture
    • Start small and move slow.
    CONDUCTING 360 DEGREE
    APPRAISAL IN AKASH INTITUTE

    • PHASE-I: organizational analysis


    • PHASE-II: Questionnaire designing
    • PHASE-III: making the staff aware
    • PHASE-IV: conducting the activity
    • PHASE-V: Analysis of data

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