360 Degree Performance Appraisals

What is 360 Degrees Performance Appraisal?

A 360 degree performance appraisal system is a method used to assess the job performance of employees and managers in an organization on the basis of classified feedback received from individuals who work alongside them. This invariably entails receiving confidential feedback primarily from six distinct people in the workplace. Even the employee’s or manager’s self-ratings are taken into consideration.

The 360 degree performance appraisal or evaluation process is considered extremely reliable and consistent as assessment is carried out on a pervasive basis by different groups or parties. The parties involved in the appraisal are regarded as dependable as they’re always interrelating and working in close co-operation with the employees whose performances are under the scanner. This technique is basically used to appraise employees though managers’ performances are sometimes evaluated as well.

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360 Degree Performance Appraisal System

This system or process of employee assessment was for the first time harnessed by General Electric in 1992 in the United States. The six different parties that are involved in the 360 degree rating procedure are the top-level management, immediate superior, colleagues, subordinates, customers, and the employee who’s being evaluated. The top management in a large organization normally assesses the managers at the middle level. Nonetheless, in a close-knit establishment, the top management appraise employees’ at all hierarchical levels. This method of measuring the job performance of employees is considered objective and realistic and is without any bias.

360 Degree Performance Meaning for Employees

The 360 performance appraisal system enables the employee (whose performance is being rated) to gain a better insight into his strengths and weakness. The method mechanically tabularizes or tallies the feedback received from the parties and presents the same in a manner that aids the subject (feedback recipient) to prepare a self-development programme. The idea behind developing the plan is to have an improved understanding of how others in the office perceive him so that he can enhance his professional skills so that he can excel at his job and contribute towards the growth and development of the company.

 

Last Updated: 08/01/2014







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