NIKITA NIJAWAN PARIKSHIT CHITNIS PARTH SARTHI PHALGUNA REDDY PRABHLEEN KAUR

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Contemporary 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.

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

360 degree appraisal has four integral components: 1. Self appraisal 2. Superior s appraisal 3. Subordinate s appraisal 4. Peer appraisal.

SUPERIOR

SUPPLIER/ VENDOR TEAM MEMBER

PEER

CUSTOMER

EMPLOYEE

SUBORDINATE

Its a great challenge for the hotel corporations to recruit technically competent and culturally sensitive managers to be in charge of their operations, the management is now using 360 degree appraisal system to assess employees

self-evaluation of the staffs whole year of work experiences records followed by the manager s evaluation staff personal information is verified Result of performance Assessment Hilton s assessment results in analyzing staff salaries and related performance results

The Hilton s assessment results in other factors viz. Staff training Promotion Change of the position Staff career development

Performance management of multinational companies are involved in research on Management Psychology Organizational behavior Statistics International human resources development and management, and other disciplines of knowledge.