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360 Degree Appraisal

What is Performance
Appraisal ?

Performance Appraisalis 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

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


others perceive them.

Increases communication.
Higher levels of trust.
Better team environment.
Supports teamwork.
Increased team effectiveness.

Uncover blind spots.


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.
Purpose1.

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 ratersnon-attributable.

Companies using 3600 Performance


Appraisals.
Bell Atlantic
Bell-Core
International
Ltd (1998)
Johnson &
Johnson Ltd
(1980s)

(1980)
IBM (1980)

Xerox
(1980s)
Wipro
Technologies Ltd
(Dec17th 2002)