360 Degree Final Ppt 100528210859 Phpapp01 Copy

8/8/2019 360 Degree Final Ppt 100528210859 Phpapp01 Copy

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360 Appraisal

PRESENTED BY:-

NARENDRA KUMAR

AMIT KUMAR



PERFORMANCE APPRAISAL

DEFINITION:-

It is a systematic periodic,

and so far as a humanly possible, animpartial rating of an employee¶s excellence

in matters pertaining to his present job and

to his potentialities for a better job.



Performance Appraisal

Performance appraisals are essential for the effective

management and evaluation of staff.

Appraisals help develop individuals, improve

organizational performance, and feed into business

planning.

Formal performance appraisals are generally conducted

annually for all staff in the organization.

Staff performance appraisals also establish individualtraining needs and enable organizational training needs

analysis and planning.



What is 360 Degree Appraisal?

360-degree Appraisal is an

assessment process used to improvemanagerial effectiveness by providing

the manager with a more complete

assessment of their effectiveness, andtheir performance and development

needs.



What the process involves

Obtaining feedback from the manager's keycontacts. These would normally include:

o The manager him/herself o Subordinates (employees who work for

the manager)

o Peers (fellow managers)

o Managers (senior management)

o Customers

o Suppliers

What the process involves



The Process

(SELF APPRAISAL)



How to Implement 360 Degree?

360 Degree

Feedback

Planning

Piloting

ImplementationFeedback

Review



What does 360 measure ?

360 degree measures behaviors and

competencies.

360 degree addresses skills such aslistening, planning, and goal-setting.

360 degree focuses on subjective areas such

as teamwork, character, and leadershipeffectiveness.

360 degree provide feedback on how others

perceive an employee.



ADVANTAGES

&

DISADVANTAGES





Advantages to the Supervisor

The system is helpful to the supervisor as :

± Accurate assessment.

± Eliminate accusations of favouritism.

± Provides greater Objectivity.



Why 360 degr ee Appraisal Programs

Fail?«.

360 performance rating system is not a validated or

corroborated technique for Performance appraisal.

With the increase in the number of raters from one to five(commonly), it become difficult to separate, calculate and

eliminate personal biasness and differences.

It is often time consuming and difficult to analyze the

information gathered.

The results can be manipulated by the employees towards

their desired ratings with the help of the raters.



THANK YOU

360 Degree Final Ppt 100528210859 Phpapp01 Copy

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