This document discusses performance appraisal and the 360-degree appraisal method. It defines performance as the outcomes achieved at work, which are influenced by declarative knowledge, procedural knowledge, and motivation. Performance appraisal is used to evaluate employee performance qualitatively and quantitatively, and helps provide feedback, facilitate promotions, set goals, and improve organizational performance. The 360-degree appraisal method evaluates employees based on feedback from superiors, peers, subordinates, and oneself. It aims to increase self-awareness, improve relationships, and enhance performance, but may not receive fully honest opinions and could stress individuals for providing feedback.

1. PRESENTED BY
Anil Kumar Mohanty
MBA 2nd year

2. WHAT IS PERFORMANCE ??
It is the outcome achieved at work. There are
three factors which are essential for
employees better performance like
1.Declarative knowledge
2.Procedure knowledge
3.Motivation

3. PERFORMANCE APPRAISAL
 Performance appraisal is a tool which is used to
evaluate the employees performance at workplace.
 It generally includes qualitative and quantitative
dimensions of an employees job performance.
 Performance appraisal involves identification,
measurement and management of human
performance in organisations

4. OBJECTIVES
 Provides feedback
 Facilitating promotion
 Setting and measuring goal
 Encouraging coaching and mentoring
 Improving overall organisational performance

5. METHODS OF PERFORMANCE APPRAISAL:-
There are different methods used for
performance appraisal process like
 Paired comparison method
 Management by objectives
 Human resource accounting
 360-degree performance appraisal
 Critical incident method

6. 360-DEGREE APPRAISAL
It is used to evaluate the performance of an
employee based on the feedback obtained
from the individuals who work along with
them.
It can be taken as an organized collection and
review of performance data of a person.
In this method the employee hold the chance
to review the manager which is not possible in
traditional performance appraisal.

7. 360-DEGREE APPRAISAL(CONT.)
The 360 degree evaluation process
provides information to an employee
from multiple sources like
 self
 superiors
 peers
 subordinate

8. PRE-REQUISITES FOR HAVING 360-DEGREE REVIEW SYSTEM
Top management should be able to spare so much of time to give feedback
for all the employees.
The feedback thus given should be free from bias and anonymity should
be ensured for the method to be effective.
The feedback should be considered seriously and the information should
be used to bring positive change in oneself and the organization.
Teamwork should be encouraged in the organization in order to achieve
the organizations common objective.
There should be existence of healthy competition among the employees
of the organization.
Employees should be inquisitive and should want to know how people
feel for them so that they can improve their behavior and performance.

10. ADVANTAGES OF 360-APPRAISAL
Create awareness among employee.
Improve interpersonal relationship.
Increase self awareness.
Enhance performance.
Encourages personal development.

11. DISADVANTAGES
 Frank and honest opinion may not be
received
 Stress might be put on individuals for
giving feedback
 Lack of action following feedback

12. THANK YOU!