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Performance appraisal is the process of assessing an employees performance based on a set of standards.

Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview(semi/ semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identify weakness and strengths as well as opportunities for improvement and skills development.


360 degree appraisal, appraisal of the employee is done by his superior, peers, subordinates and clients with whom he interact in the course of his job performance. In 360 degree appraisal, besides appraising the performance of the assessee , his other attributes such as talents, behavior , values, and technical considerations are also appraised.


appraisal Subordinates appraisal Peers appraisal Superior appraisal


degree measures manners and capacities. 360 degree improves such skills as listening, planning , and goalsetting. 360 degree concentrates on subjective area, for example efficiencies of teamwork, character, and leadership. 360 degree supplies on the way others think about a specific staff.


most situations, the evaluator is the immediate superior of the person to be evaluated.- Because of the frequent contact he/ she is most familiar with the employees work. Superiors evaluations are often reviewed and approved by higher management, thereby maintaining hierarchical control over the appraisal process.

Mostly , evaluation schedules are semi annual or annual. The new employees are evaluated more frequently than older ones. The Evaluations are usually Annually After first 6 months of employment. Upon promotion or with 3months after promotion. When the job occupied has been reevaluated upward Upon special request as when the employee is terminated.

How does 360 Degree help ?

-Regular discussion of performance -Identification of strengths for career development -Identification of weaknesses for training -Salary recommendations - A well designed performance appraisal system is associated with increased profitability

Comply with the law To ensure that the performance appraisal system does not violate principles of fair employment practices: - Job related performance standards - Provide employees with a written copy of the standards before the appraisal - Standards must be based on observable or measurable behavior - Train the raters - Provide feedback - Implement an appeal system to settle disagreements


more comprehensive view towards the performance of employees Improves credibility of Performance. Helps to strengthen self-development. Increases responsibility of employees to their customers The mix of ideas can give accurate assessment.

Taking a lot of time, and being complex in administration. Its very hard to figure out the result. Can impose an environment of suspicion if the information is not openly and honestly managed. There is requirement for training and important effort in order to achieve efficient working.

The role of H.R department in 360 degree appraisal is that of facilitator. The dept. consolidates the appraisal inputs, identifies the points of consensus, and provides feedback to the appraise so as to overcome the weaknesses as identified in the appraisal. The presence of a facilitator also acts as a buffer, preventing the appraise from attacking those who provide hones inputs. It also devises action plans for overcoming those weaknesses

Train appraisers to eliminate rater error

Error of central tendency Leniency or strictness error Personal Prejudice. Similarity error. Halo effect

Why 360 degree Appraisal Programs Fail?

No perceived benefit Confrontation difficult Constructive feedback difficult Conflict between development and compensation


feedback Manager involvement Prevent gaming Statistical techniques Avoid and reduce biases

Ask for self assessment Invite participation Express appreciation Minimize criticism Change behavior, not the person Focus on solving problems Be supportive Establish goals Follow up day-to-day


the full circle system of obtaining information from the peers, subordinates, and internal and external customers, about the employees performance. Its is based on the assessment of an individuals management styles, competencies and behavior by colleagues horizontally and vertically by involving his boss, peers and direct reports in the organization.


360 Degree




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 programmed


purpose of the 360 degree appraisal varied from organization to organization. The 360 degree appraisal is not only a tool for organizational development but also helps an individual in determining areas they need to develop. The success of the appraisal depends on the transparency and clear objectives of its clear cut imitation to the employee even at the bottom level of organization.