360 Degree ppt

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360 Degree Appraisal

Group 4

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What is 360 Degree Appraisal?

360 - Degree Appraisal is a system or  process in which employees receive

confidential, anonymous feedback from the people who work around them.

Or process which provides information toan employee from multiple source….....e.g.circle of stakeholders 

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What does 3600 Measure

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 perceive anemployee.

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To the individual:  Helps individuals to understand

how others perceive them.

Uncover blind spots.

Quantifiable data on soft skills.

To the team:  Increases communication.

Higher levels of trust.

Better team environment.

Supports teamwork.Increased team effectiveness.

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.

Advantages

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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 likesafeguarding the process from unintentional respondentrating errors.

Disadvantages

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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

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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 appraisalsystem is associated with increased

profitability

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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

should assess how well it would fit with the

current culture before launching a scheme anda pilot scheme is worth building into the

programme

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Why 360 degree Appraisal Programs

Fail?

•No perceived benefit

•

Confrontation difficult•Constructive feedback difficult

•Conflict between development and

compensation

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How to Implement 360 Degree?

360 Degree

Feedback 

Planning

Piloting

ImplementationFeedback 

Review

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Effective appraisal programs . . .

Comply with the law

To ensure that the performance appraisal system doesnot violate principles of fair employment practices:

- Job related performance standards- Provide employees with a written copy of thestandards before the appraisal

- Standards must be based on observable or measurable behaviour 

- Train the raters

- Provide feedback

- Implement an appeal system to settledisagreements

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Suggestions for an effective 360

degree appraisal

 Anonymous feedback

Manager involvement

Prevent gaming

Statistical techniques

 Avoid and reduce biases

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Conducting the Appraisal Interview

• Ask for self assessment

•Invite participation

•Express appreciation

•Minimize criticism

•Change behaviour, not the person

•Focus on solving problems

•Be supportive•Establish goals

•Follow up day-to-day

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Thank You