360 degree performance appraisal

360 Degree Performance Appraisal System Brief Summary and Sample

Flow of Presentation Reasons to use 360 degree performance appraisal system  360 degree review  Implementation of 360 degree performance appraisal system  Objectives of 360 degree performance appraisal  360 Degree Performance Appraisal Process  Significance of 360-degree performance appraisal  360 degree performance appraisal advantages and disadvantages 

Reasons to use 360 degree performance appraisal system

Provides enhanced view about the performance of empl

360 Degree Review RatersSupervisor Peer Subordinate Customer Self-assestment

Points CoveredTeamwork Leadership Interpersonal communication Management accountability, work habits, vision

Online survey is conducted to gather feedback

Implementation of 360 degree performance appraisal system

360 Degree Performance Appraisal Process Communication of 360 degree appraisal

Selection of Raters

Facilitation of feedback

Completion of report

Development Plan

Re- evaluating

Distribution of survey

Submission of questionnaires

Objectives of 360 degree performance appraisal

To makes employee more comfortable with the organization

To evaluate the performance of employee in a holistic manner

Overall development of employees

Significance of 360 degree performance appraisal Valuable insights about the current leadership, how team mechanics works

Boosts the confidence of employees and helps them to improve in their performance

Enhanced teamwork, development of leadership and improved productivity

360 degree performance appraisal advantages and disadvantages   

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Provides a comprehensive view of performance Strengthen the self development of employee Honest culture can be established among the organization Empowers the employees

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Process is very lengthy, complex and takes a lot of time High training efforts are required Can create suspicious environment in the organization Leads to tension and trouble among employees is reviews are exchanged.

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