360 ̊ Appraisal

Presented By:
Rajiv
Arti
Abhist
Neha
12/08/21 SKYLINE BUSINESS SCHOOL Pankaj 1
 PREVIEW
 Performance Appraisal System.
 What is 360 ̊ ?
 Process of 360 ̊ Appraisal.
 Advantages and Disadvantages.

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Performance Appraisal
 Performance appraisals are essential for the effective
management and evaluation of staff.
 Appraisals help develop individuals, improve
organizational performance, and feed into business
planning.
 Formal performance appraisals are generally conducted
annually for all staff in the organization.
 Staff performance appraisals also establish individual
training needs and enable organizational training needs
analysis and planning.

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Performance Appraisal
 Reviews each individual's performance against objectives
and standards for the trading year, agreed at the previous
appraisal meeting.
 Essential for career and succession planning.
 Provide a formal, recorded, regular review of an
individual's performance, and a plan for future
development.
 Important for staff motivation, attitude and behaviour
development, communicating and aligning individual and
organizational aims, and fostering positive relationships
between management and staff.
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 Various Methods Used
Performance Appraisal

Traditional Methods Modern Methods

*Straight Ranking Method *MBO.

*Essay Appraisal Method *360 ̊ Method.
*Paired Comparison *Assessment Centres.
Method *Behaviourally Anchored.
*Critical Incident Method Rating Scale.
*Field Review *Human Resource
*Checklist Method Accounting.
*Graphic Rating Scale
*Forced Distribution SKYLINE BUSINESS SCHOOL
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What is 360 Degree Appraisal?

360-degree Appraisal is an
assessment process used to improve
managerial effectiveness by providing
the manager with a more complete
assessment of their effectiveness, and
their performance and development
needs.
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What the process involves
Obtaining feedback from the manager's key
contacts. These would normally include:

o The manager him/herself

o Subordinates (employees who work for
the manager)
o Peers (fellow managers)
o Managers (senior management)
o Customers
o Suppliers
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 The Process

(SELF APPRAISAL)

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How to Implement 360 Degree?

Planning

360 Degree Piloting

Review
Feedback

Feedback Implementation

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How is Feedback obtained?

By using a questionnaire which asks

participants to rate the individual according to
observed behaviors - usually managerial or
business-specific competencies.
This process will not suit all companies. One
should assess how well it would fit with the
current culture before launching a scheme and
a pilot scheme is worth building into the
programme
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What does 360 ̊ measure ?
 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 provide feedback on how others
perceive an employee.

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 ADVANTAGES
&
DISADVANTAGES
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 Advantages ..
 Method of collecting information from as
many sources in an employees environment.
 Honest assessment as viewed by a variety of
constituents.
 Confidential input from many people of how
an employee fares in his job.
 Helps employees in seeing themselves as
others see them.
 It provides information which neither
employee nor his/her superior may be aware.
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 …Advantages
 Confidentiality an important aspect.
 Employees find this method to be fair.
 Gives an indication of performance
enhancing or distracting work situation.
 Allows to improve the system creating greater
harmony and overall improvement.
 Help employees identify strenght and
address skill gaps.
 Lends to continuous learning , growing self
confidence and
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improved productivity.
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 Why 360 degree Appraisal Programs
Fail? ….
360 performance rating system is not a validated or
corroborated technique for Performance appraisal.

With the increase in the number of raters from one to five

(commonly), it become difficult to separate, calculate and
eliminate personal biasness and differences.

It is often time consuming and difficult to analyze the

information gathered.

The results can be manipulated by the employees towards

their desired ratings with the help of the raters.
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 ….Why 360 degree Appraisal Programs
Fail?
The 360 degree appraisal mechanism can have a adversely
effect on the motivation and the performance of the
employees.

360 degree feedback – as a process requires commitment of

top management and the HR, resources(time, financial
resources etc), planned implementation and follow up.

360 degree feedback can be adversely affected by the

customers perception of the organisation and their incomplete
knowledge about the process and the clarity of the process.

Often,
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SKYLINE BUSINESSof the lack of knowledge on
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the part of the participants or the raters.
 THANK YOU

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