The document discusses the 360-degree appraisal system, which collects feedback on an employee from multiple sources, including peers, subordinates, and superiors. It outlines the process of implementing this feedback system, its advantages such as diverse perspectives and identification of skill gaps, and disadvantages like potential bias and complexity in analysis. The document also emphasizes the need for effective implementation, compliance with employment laws, and conducting supportive appraisal interviews.

1. BY
Sudha Rajaram
360 Degree Appraisal System

2. CustomersPeers
Self
Immediate
Superiors
360
degree
appraisal
Top
Management
Subordinates
360 Degree
Appraisal
System

3. Preview
 What is 360 ̊ ?
 Process of 360 ̊ Appraisal.
 Advantages and Disadvantages.
 Ensuring Effective Appraisal and conducting
it.

4. What is 360 degree appraisal ?
360 degree feedback is defined as “ The
systematic collection and feedback of
performance data on an individual or group
derived from a number of stakeholders in
performance. “

5. What the process involves
Obtaining feedback from the manager's key
contacts which normally include:
 Top Management ( Senior management)
 Immediate Superiors( Managers)
 Customers
 Self ( The employee himself)
 Peers (fellow managers)
 Subordinates (employees who report to the
employee)
What the process involves

6. How to Implement 360 Degree?
360 Degree
Feedback
Planning
Piloting
ImplementationFeedback
Review

7. How is Feedback obtained?
• By using a questionnaire which asks participants
to rate the individual according to observed
behaviors - usually managerial or business-
specific competencies.
• This process will not suit all companies. One
should assess how well it would fit with the
current culture before launching a scheme and a
pilot scheme is worth building into the
programme

8. QUESTIONNAIRE ( Example)

9. What does 360 ̊ measure ?
 360 degree measures behaviors and competencies.
 360 degree addresses skills such as listening,
planning, and goal-setting.
 360 degree focuses on subjective areas such as
teamwork, character, and leadership effectiveness.
 360 degree provide feedback on how others
perceive an employee.

10. ADVANTAGES
&
DISADVANTAGES

11. Advantages
 Method of collecting information from as many
sources in an employees environment.
 Honest assessment as viewed by a variety of
constituents.
 Confidential input from many people of how an
employee fares in his job.
 Helps employees in seeing themselves as others
see them.
 It provides information which neither employee
nor his/her superior may be aware.

12. Advantages
 Confidentiality an important aspect.
 Employees find this method to be fair.
 Gives an indication of performance enhancing or
distracting work situation.
 Allows to improve the system creating greater
harmony and overall improvement.
 Help employees identify strenght and address
skill gaps.
 Lends to continuous learning , growing self
confidence and improved productivity.

13. Advantages
The system is helpful to the supervisor as :
 Accurate assessment.
 Eliminate accusations of favoritism.
 Provides greater Objectivity.

14. Disadvantages
•360 performance rating system is not a validated or
corroborated technique for Performance appraisal.
•With the increase in the number of raters from one
to five (commonly), it become difficult to separate,
calculate and eliminate personal biasness and
differences.
•360 degree feedback as a process requires
commitment of top management and the HR,
resources(time, financial resources etc), planned
implementation and follow up.

15. Disadvantages
•It is often time consuming and difficult to analyze the
information gathered.
•The results can be manipulated by the employees
towards their desired ratings with the help of the raters.
•Often, the process suffers because of the lack of
knowledge on the part of the participants or the raters.

16. Ensuring Effective appraisal
 Comply with the law
 To ensure that the performance appraisal system does not
violate principles of fair employment practices:
- Job related performance standards
- Provide employees with a written copy of the standards
before the appraisal
- Standards must be based on observable or measurable
behaviour
- Train the raters
- Provide feedback
- Implement an appeal system to settle disagreements

17. Conducting the Appraisal Interview
•Ask for self assessment
•Invite participation
•Express appreciation
•Minimize criticism
•Change behaviour, not the person
•Focus on solving problems
•Be supportive
•Establish goals
•Follow up day-to-day

18. THANK YOU