In this file, you can ref useful information about advantages of 360 degree performance appraisal such as advantages of 360 degree performance appraisal methods, advantages of 360 degree performance appraisal tips, advantages of 360 degree performance appraisal forms, advantages of 360 degree performance appraisal phrases … If you need more assistant for advantages of 360 degree performance appraisal, please leave your comment at the end of file.
1. Advantages of 360 degree performance appraisal
In this file, you can ref useful information about advantages of 360 degree performance appraisal
such as advantages of 360 degree performance appraisal methods, advantages of 360 degree
performance appraisal tips, advantages of 360 degree performance appraisal forms, advantages
of 360 degree performance appraisal phrases … If you need more assistant for advantages of 360
degree performance appraisal, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting advantages of 360 degree performance appraisal
==================
The comprehensive performance appraisal system, 360-degree feedback, provides employees
with feedback from people all around them in the organizational hierarchy: supervisors, co-
workers and subordinates all contribute their input on the employee's performance
and behavior. A number of distinct benefits can be realized from this type of appraisal, and this
technique has been gaining widespread popularity among small businesses.
Perspective and Impact
By using a wide range of perspectives, 360-degree feedback allows employees to gain a more
thorough understanding of their impact on people they interact with every day. Individuals tend
to judge others based on their own experiences and expectations, which can skew results.
Supervisors, for example, may judge employees based on their output, while co-workers judge
others based on their pleasantness, and subordinates judge supervisors based on their fairness.
Combining perceptions from all of these viewpoints helps provide a more complete analysis.
Multiple perspectives also lend credibility to the results of 360-degree feedback, making
appraisal results more meaningful to the one being reviewed and increasing the likelihood that it
will result in real behavioral change.
Relationships and Trust
Traditional review systems can damage superior-subordinate relationships through a number of
factors, including superiors basing their appraisals on recent performance while subordinates
base their expectations on the entire year. Unlike these traditional appraisals, 360-degree
2. feedback fosters an environment of teamwork and trust. Employees work together, committing
themselves to total honesty and helping each other gain an understanding of their performance
and actions. This experience, especially when appraisal results are positive, can build trust
among employees to foster high-performance teams and effective organizations.
Executive Appraisal
The 360-degree feedback is ideal for conducting appraisals for top-level executives. Executives
have traditionally found it difficult to obtain genuine feedback on their performance, often
assuming that the company's success or failure is a reliable indicator of their
personal effectiveness. While this is true to a certain extent, much can be gained by allowing
lower-level managers and employees to provide feedback without the fear of retribution.
Reviews can be conducted openly or anonymously. With executive appraisals, however,
conducting an anonymous review can elicit the most honest, genuine responses.
Job Satisfaction
In addition to offering managers a closer look at their own performance by reading their
appraisals, subordinates can derive added job satisfaction simply by assessing their supervisors.
Asking a subordinate to rate a supervisor proves that management cares about
employees' opinions and satisfaction. Watching a positive change occur in a
manager's behavior due to the results of 360-degree feedback makes employees feel
they are valued and have the power to effect positive change in their workplace. This can help
promote long-term employee loyalty.
==================
III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
3. ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
4. Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
5. In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
III. Other topics related to Advantages of 360 degree performance appraisal
(pdf download)
• Top 28 performance appraisal forms
• performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
• performance appraisal phrases
• performance appraisal process
• performance appraisal template
• performance appraisal system
• performance appraisal answers
• performance appraisal questions
• performance appraisal techniques
• performance appraisal format
