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Understanding 360-Degree Appraisal Process

This document provides an overview of 360-degree or 360 appraisals. It defines 360 appraisals as a process where employees receive anonymous feedback from coworkers including superiors, subordinates, peers, customers, and themselves. The advantages include helping employees understand how others perceive them, uncovering blind spots, and increasing communication and trust within teams. Disadvantages include being costly and time-consuming. The document outlines key considerations for implementing 360 appraisals such as defining the purpose, assessing organizational culture, timing, rollout, and ensuring confidentiality.

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athoratt
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20 views17 pages

Understanding 360-Degree Appraisal Process

This document provides an overview of 360-degree or 360 appraisals. It defines 360 appraisals as a process where employees receive anonymous feedback from coworkers including superiors, subordinates, peers, customers, and themselves. The advantages include helping employees understand how others perceive them, uncovering blind spots, and increasing communication and trust within teams. Disadvantages include being costly and time-consuming. The document outlines key considerations for implementing 360 appraisals such as defining the purpose, assessing organizational culture, timing, rollout, and ensuring confidentiality.

Uploaded by

athoratt
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

360 Appraisal

Presented By:
- Anand Kumar Thorat
07

MBA-3rd Semester
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.
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.


3600 Performance Appraisals @ [Link].
[Link]
[Link] Focus
3. Innovative
4. Flexiblity
Detailed Response
Any Questions ???

Thank You

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