In this file, you can ref useful information about 360 degree performance appraisal system such as 360 degree performance appraisal system methods, 360 degree performance appraisal system tips, 360 degree performance appraisal system forms, 360 degree performance appraisal system phrases … If you need more assistant for 360 degree performance appraisal system, please leave your comment at the end of file.

1. 360 degree performance appraisal system
In this file, you can ref useful information about 360 degree performance appraisal system such
as 360 degree performance appraisal system methods, 360 degree performance appraisal system
tips, 360 degree performance appraisal system forms, 360 degree performance appraisal system
phrases … If you need more assistant for 360 degree performance appraisal system, please leave
your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting 360 degree performance appraisal system
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Conducting performance appraisal or performance evaluation is the most effective way to assess
the performance of the employees at work place. The most commonly evaluated areas are
intellect, competencies at completing the tasks or meeting deadlines, growth, achievements,
relationship with other employees and communication skills. The 360 degree evaluation method
offers detailed assessment of the employees’ behavior and performance and collects feedback
from multiple sources. This feedback can be collected from managers, supervisors, stakeholders,
peers, colleagues and subordinates. The 360 degree feedback provides valuable insight and helps
to unveil areas of concern or improvement, so as to make any necessary changes.
This kind of evaluation method is perfect to assess leadership qualities and also how the
managers and supervisors are perceived by the employees and thus, is an effective way to spur
growth and development within an organization. However, there are various things which you
need to consider before conducting the 360 degree evaluation process. Since this kind of
feedback and appraisal method is so comprehensive and thorough, it tends to be taken more
personally, as compared to other types of evaluation methods. Thus, a simple depersonalization
process would help the employees to take the criticism in a positive or constructive way. This
will promote effective development and thus, you can make the most out of this evaluation
procedure.
The 360 degree appraisal method is quite beneficial for the business organizations, as it helps to
identify the strengths, as well as weaknesses, of the employees and to figure out effective ways
to work upon them. Also, it gives a brilliant opportunity to the employees to improve their
performance and productivity, so as to enhance the level of efficacy which is expected from

2. them. The 360 degree evaluation method also helps the employers to identify the training and
development needs for specific employees and thus, this system serves as a brilliant development
tool for the business organizations.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale

3. Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

4. 5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
III. Other topics related to 360 degree performance appraisal system (pdf
download)
• Top 28 performance appraisal forms
• performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
• performance appraisal phrases
• performance appraisal process

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