360 Degree Apprical

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Performance appraisal is the process ofassessing an employees performancebased on a set of standards.

Performance appraisal may be defined as astructured formal interaction between asubordinate and supervisor, that usuallytakes the form of a periodic interview(semi/semi-annual), in which the work

performance of the subordinate is examinedand discussed, with a view to identifyweakness and strengths as well asopportunities for improvement and skillsdevelopment.


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In 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.


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Self appraisal

Subordinates appraisal

Peers appraisal

Superior appraisal


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360 degree measures manners and

capacities.

360 degree improves such skills as

listening, planning , and goal-setting.

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.


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In 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 employeeswork.

Superiors evaluations are often reviewed and

approved by higher management, thereby

maintaining hierarchical control over theappraisal process.


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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 isterminated.


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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


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Comply with the law

To ensure that the performance appraisal system does notviolate principles of fair employment practices:

- Job related performance standards

- Provide employees with a written copy of the standardsbefore the appraisal

- Standards must be based on observable or measurablebehavior

- Train the raters- Provide feedback

- Implement an appeal system to settle disagreements


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Offer 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.


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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 theinformation is not openly and honestly managed.

There is requirement for training and important effort

in order to achieve efficient working.


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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 theweaknesses 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


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Train appraisers to eliminate rater error

Error of central tendency

Leniency or strictness error

Personal Prejudice. Similarity error.

Halo effect


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Why 360 degree Appraisal Programs

Fail?

No perceived benefit

Confrontation difficult

Constructive feedback difficultConflict between development and

compensation


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Anonymous feedback

Manager involvement

Prevent gaming

Statistical techniques

Avoid and reduce biases


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Ask for self assessment

Invite participation

Express appreciation

Minimize criticism

Change behavior, not the person

Focus on solving problems

Be supportiveEstablish goals

Follow up day-to-day


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Its 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 anddirect reports in the organization.


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360 Degree

Feedback

Planning

Piloting

ImplementationFeedback

Review


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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 shouldassess how well it would fit with the current culture

before launching a scheme and a pilot scheme is

worth building into the programmed


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The purpose of the 360 degree appraisal variedfrom 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 todevelop.

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.


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