The document discusses 360-degree performance appraisals, where an employee's performance is evaluated by their manager, peers, direct reports, customers, and themselves. It provides advantages like a more comprehensive view and improved self-development compared to traditional appraisals. Potential disadvantages include taking more time and causing tensions. While first used in the military and companies in the 1950s, some Indian organizations still hesitate to implement it due to hierarchy, politics, and lack of communication.

1. HUMAN RE SOURCE DE VE LPOME NT
360º PERFORMANCE
APPRAISAL

2. MEANING
• Is made by :
1) Top management,
2) Immediate superior,
3) Peers,
4) Subordinates,
5) Self
6) Customers
Here the performance of the
employee is evaluated by six
parties including himself.

3. ADVANTAGES OVER PERSONNEL
APPRAISAL
• More comprehensive view.
• Improved credibility of
performance appraisal.
• Strengthen self-development.
• More accurate assessment.
• More persuasive.
• Source of motivation.

4. DISADVANTAGES
• Taking a lot of time, and being complex in
administration.
• Extension of exchange feedback can cause
troubles and tension to several staff.
• There is requirement for training and important
effort in order to achieve efficient working.
• It can be very hard to figure out the results.
• Can be useless if it is not smoothly and carefully
dealt.

5. FACTS
• The German military first began feedback from
multiple sources during world war II.
• The first documented use of it was in the 1950’s, by
Esso research and engineering company.

6. COMPANIES THAT USE 360º APPRAISAL

7. WHY INDIAN ORGANIZATIONS STILL
HESITATE TO IMPLEMENT IT :
• Organisations are ruled as per hierarchy bases.
• Subordinates don't open up to their bosses.
• Veteran kind of managers.
• Power and politics exists in organisation.
• Lack of horizontal communication.

8. MADE BY:
•ARUN NAIR , 82