360 degree appraisal is a systematic collection of performance data on an individual from their supervisor, peers, direct reports, and customers. It measures behaviors and competencies using feedback from all sources around the employee. While it can be used for self-development, training, and incentives, it is also time-consuming, requires significant preparation like training and communication, and runs the risk of biased or retaliatory responses if not implemented carefully. An organization should ensure top management support, communicate goals clearly, provide training, and make cultural changes gradually before adopting a 360 degree appraisal system.

1. 360 DEGREE APPRAISAL

2. WE SHALL COVER What is 360 degree appraisal Key features Traditional Vs 360 Degree Feedback Can be used for..... Drawbacks Pre-requisites

3. 360 DEGREE APPRAISAL Systematic collection of performance data on an individual or group, derived from a number of stakeholders being the immediate supervisor, team members, customer peer and self .

5. KEY FEATURES 360 refers to the 360 degrees in a circle Comes from all sources around the employee Measures the behaviors and competencies shown by an individual while achieving goals.

6. CAN BE USED FOR… Self-development and individual counseling Part of ‘organized’ training and development Strategic or organization development Incentives

7. DRAWBACKS Time consuming and more complex. Requires training and significant change effort Biased Responses The system may be utilized to humiliate people.

8. PRE-REQUISITES Top management backing Communication of goals Training employees Learning to receive feedback Change in organizational culture Start small and move slow.

9. CONDUCTING 360 DEGREE APPRAISAL IN AKASH INTITUTE PHASE-I: organizational analysis PHASE-II: Questionnaire designing PHASE-III: making the staff aware PHASE-IV: conducting the activity PHASE-V: Analysis of data