The document discusses the importance and multifaceted nature of performance appraisals in human resource management, emphasizing a 360-degree evaluation system that involves feedback from various sources including employees, supervisors, and customers. It outlines different types of performance evaluations, their benefits, and the need for clear strategic missions to prevent misunderstandings and ensure effective implementation. The system aims to enhance individual performance and overall organizational success by identifying strengths and weaknesses from multiple perspectives.

1. Performance Appraisal!

2. “Human Resource Management”
Project Presentation
Presenters
Wasif Nawaz
Baseer Khan
Aqib Najeeb
Shahrukh Sheikh
Maria Sarfaraz
Submitted to: Dr. Shazia Akhtar

3. Statement of Discussion
 “Performance Appraisal should be multifaceted.
Supervisor should be able to evaluate
their employees, and employees should be able
to evaluate their supervisors, and Customers
should evaluate them all”.

4. Performance Appraisal
 Concept
 Purpose
 Role of Performance Appraisal in:
 Motivation
 Training and Development
 Recruitment.

5. 360-Degree!

6. The 360 Evolution
 At the beginning it was designed for
managers or career development
 Now the same evaluation process is used
from the CEO down to Maintenance
 And both are contributing the
each other’s evaluation

7. Who Uses It?
 90 percent of Fortune 1000 companies
 In our opinion every
Company
School
Firm
Sports Team
Etc…
 Should use this system for Improvement

8. The Types
 1. Top-Down Employee
Performance Evaluations
 2. Peer-to-Peer Employee
Performance Evaluations
 3. Down-Top Performance
Evaluation
 4. Self-Assessment Performance
Reviews
 External Sources

9. Top-Down Employee Performance
Evaluations
 Most Common and Most Effective
 Assessment given directly from manager
 First-line supervisor can be more effective
 Becomes more reliable when supervisors are
trained

10. Self-Assessment Performance Reviews
 Employee asked to rate
themselves
 Helps employee reflect on their
performance and be an active
part of their review
 Discussions on how they feel
about their performance

11. Peer-to-Peer Employee Performance
Evaluations
 Requires same level employees to review
each other
 No one knows a worker better than those that
work with them
 Can cause problems if evaluations get back to
employees

12. Upward Evaluation
 Subordinates have a unique, often essential,
perspective
 Valuable data on supervisory behaviors
 Employees feel they have a greater voice
 Anonymity is essential
 Need precautions

13. Customer Evaluation
 Survey both Internal and External Customers
 Setting Customer Service Standards and
measuring against these standards
 More appropriate for Evaluating Team

14. 360-Degree Performance Reviews
• Customers, Suppliers, Peers, and self
assessment direct reports
• Very effective if kept anonymous
• Every angle is accounted for and gives a true
performance picture

15. Why is 360 Valuable to You?
 Identifies your strengths and weaknesses
from the perspective of others.
 Effective Working environment
 Improves your productivity and work
relationships with those around you.

16. Strategic Mission
 The purpose of doing 360 must be clearly
defined
 If the mission is to develop and grow all
employees must know that it is all for
everyone's improvement
 If communication breaks down employees
could fear everyone attacking them in the
evaluations

17. Be Careful
 You cannot be reckless with 360’s!
 If there are not clear goals set ahead of time
then…
The evaluations will have no direction
They will be hard to interpret
 It is best to have experts conduct these
evaluations to ensure maximum effectiveness

18. &
 Closely evaluated goals
 Kept employees accountable for their inputs
 Helped their employees to use evaluations
accurately
 Carefully watch for Gaming

19. Cont…
 They find with 360 prejudices related to
Age
Gender
Race
Religion
Or any other factors
• This has lead to great successes for Intel
breach thousands benchmark!

20. Pros of
 More comprehensive system because
responses are gathered from multiple
perspectives
 Feedback from peers and others may increase
employee self-development

21. Pros Continued
 It may lessen prejudices because the
feedback comes from more people, not just
one person
 Quality of information is better
 It complements TQM initiatives by
emphasizing internal/external customers and
teams

22. In case of Dis-agreement
 Requires training to work
 Employees could give dishonest and invalid
feedback
 Can Be expensive

23. Cont..
 Complex system in combining all responses
 Feedback can be intimidating. Employees
could feel like they are being “attacked”
 Could be conflicting opinions, but accurate
from their own standpoints

24.  Helps individuals and companies improve,
grow and developed
 Provides honest and unbiased helpful
feedback
 Increasing individuals performance with 360-
degree evaluations will lead to overall
success for a firm