“360 DEGREE PERFORMANCE APPRAISAL”. – By MaddaliSwetha

A 360 Degrees Performance Appraisal is an arrangement or practice in which workers get confidential, unspecified feedback from the individuals who work around them. This system has four major integral components which include:

Self appraisal,

Superior’s appraisal,

Subordinate’s appraisal and

Peer appraisal.

This process is also known as Multi-rater Feedback.

In Brief,

1. Self appraisal:

The meaning of self appraisal is a process of self evaluation. Self appraisal is an important part of the Performance appraisal process where the employee them self gives the feedback.

2. Superior appraisal:

Superior’s appraisal forms the traditional part of the 360 degree appraisal where the employees’ responsibilities and actual performance is rated by the superior.

3. Subordinate’s appraisal:

Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc.

4. Peer appraisal:

Assessment of an employee's performance or future success by his or her peers.

Advantages 360 degree performance appraisal:

1. Improve credibility of performance appraisal.

2. Increases responsibilities of employees to their customers.

3. People who undervalue themselves are often motivated by feedback from others.

4. It helps managers to make important behavior changes quickly and easily.

Disadvantages 360 degree performance appraisal:

1. Takes a lot of time.

2. Cause troubles and tensions.

3. Need special training.

4. Hard to figure out the results.

5. Feedback can be useless.

Source:
Master of Business Administration (MBA) note