Performance appraisal is the process of systematically evaluating an employee's performance and providing feedback. 360-degree appraisal involves gathering feedback about an employee from subordinates, peers, supervisors, and sometimes external stakeholders. It provides a more balanced and objective view of performance from different perspectives. While it can be an effective development tool, 360-degree appraisal also has some disadvantages like being time-consuming, costly, and potentially damaging to employees' self-esteem if the feedback is too critical.

1. 360 DEGREE
APPRAISAL
submitted by Avinash

2. PERFORMANCE
 The accomplishment of a given task
measured against preset known standards
of accuracy, completeness, cost, and speed. In
a contract
 performance is deemed to be the fulfillment of
an obligation, in a manner that releases the
performer from all liabilities under the contract.

3. APPRAISAL
 1. It is an
Impartial analysis and evaluation conducted acc
ording to established criteria to determine the
acceptability, merit, or worthof an item

4. PERFORMANCE APPRAISAL
 Performance appraisal is the process of
systematically evaluating the performance and
providing the feedback.
 OR
 Performance appraisal is the system of
reviewing and evaluating of an individual’s or
the team’s performance.

5.  OR
 Performance appraisal may be defined as an
integrative process involving, evaluation of
employee’s competence, contributions,
improvements, opportunities,and potential for
future growth with organizational objective…

6. OBJECTIVE
 1. Increased motivation to perform effectively
 2. Increased self-esteem of employees
 3. Better clarity and definition of job fyunctions
and responsibility
 4.Valuable communication developed among
appraisal participants
 5.Reward distributed on fair and credible basis
 6. Improve manpower planning

7. WHY PERFORMANCE
APPRAISAL
 1. For development decisions
 A* personal development
 B* development of skills
 C* self analysis
 D* self development planning

8.  2. Administrative decisions
 A* personal decisions
 B* removal of deficiencies in performance
 C* Job redesign

9. METHOD OF PERFORMANCE
APPRAISAL
 A* PAST ORIENTED
 1. Essay appraisal
 2. Graphic rating scale appraisal
 3. field review appraisal
 4. Forced-choice rating appraisal
 5. Critical incident appraisal
 6.Work standard approach
 7. Ranking method appraisal

10.  B* FUTURE ORIENTED
 1. Management by objectives appraisal
 2.Assessment centres
 3.Behaviourally anchored rating scale
 4.360-degree appraisal
 5.Balanced scorecard.

11. 360-Degree Appraisal
 360-degree feedback, also known as multi-
rater feedback, or multisource assessment,
it is feedback that comes from all around an
employee. Feedback is provided by
subordinates, peers, and supervisors. It also
includes a self-assessment and, in some
cases, feedback from external sources such
as customers and suppliers or other interested
stakeholders

12. What is 360° feedback?
 Behavioural: A tool which gives you insight
into the way others perceive you as a leader-
manager, based on your behaviours
 Multidimensional: Opinions are gathered
from you, your manager, your peers and your
staff
 Developmental: A critical supplement to
goal-based performance assessment for
leader-managers

14. Companies practicing 360
degree
 1.wipro
 2.infosys
 3.Reliance industries
 4maruti
 5 HCL

15. History
 The German Military first began gathering
feedback from multiple sources in order to
evaluate performance during World War II .

16. Merits
 1. excellent employee development tool
 2. Accurate and reliable
 4. More objective being multi-rater system

17.  A more balanced view of individual performance - everyone
who interacts with you
 Powerful - more likely to prompt behaviour change, where
arequired
 Reveals unique information not captured through day to day
interactions (reflection)
 Source of relInformative - tells you what other people
want from you
 Development focused - a self directed learning tool
 reiable feedback for managers

18. Demerits
 Time consuming and coastly
 Sensitive to organization
 May damage self-esteem of employees if the
feedback is brutal
 Difficult to implement in cross-functional teams