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