2. 360 DEGREE APPRAISAL



Anjana Rajamohan
Anthony Raj Marcus
Antara Mukharjee

3. REFERENCE

Marketing & Human Resource Management, Vaz
Michael,2011 June, Print.

The Economic Times

www.wikipedia.org.in

www.infosys.com

www.humanresource.about.com

4. OUTLINE

Introduction

What is 360 Degree Appraisal ?

Implementation

Impacts

Defects

Analysis

5. INTRODUCTION

Human Resource

Performance Appraisal System

In 1950, Esso Research and Engineering
Company

6. VIDEO

7. WHAT IS 360 DEGREE
APPRAISAL ?
Systematic
Stakeholders
Organization
Group
Feedbacks
Performance
Individual

8. THE PROCESS
Immediate
superior
Clients
Consultants
Sub –
ordinates
Panel
Top
Management
Self
assessment
Peers

9. IMPLEMENTATION
Planning
Review
Feedback
Piloting
Implementation

10. INFOSYS

11. 360 DEGREE MEASURES

Behaviors and competencies

Skills:
 listening,

planning, and goal-setting
Focuses :
 teamwork,

character, and leadership effectiveness
Provide feedback

12. HOW IS FEEDBACK
OBTAINED ?


Questionnaire
Observed behavior

13. IMPACTS

Comprehensive performance

Honest assessment

Confidential input from many people

Helps employees in seeing themselves

Provides information

Indication of performance enhancing

14. IMPACTS

Improve the system

Identify strength

learning , self confidence, and productivity

Avoid bias

Balanced Performance

Personnel decision

15. DEFECTS

360 performance rating system is not a validated

The number of raters increases, it become difficult to
separate, calculate and eliminate personal biasness and
differences.

It is often time consuming

Difficult to analyze the information

The results can be manipulate

16. DEFECTS

Adversely effect on the motivation and the
performance

Adversely affected by the customers perception of the
organization

The lack of knowledge on the part of the participants or
the raters

Commitment of top management and the HR

17. SUGGESTIONS

Anonymous feedback

Manager involvement

Prevent gaming

Statistical techniques

Avoid and reduce biases

18. ANALYSIS
The popularity of 360-degree feedback is undeniable.
Yet, the perceived benefits will help the personal
development of workers only in the right
organizational climate. When this method is utilized in
the wrong environment, the results can be detrimental.
With close consideration and evaluation of the
environment, the decision to employ this tool, or
another, should be made carefully.

19. CONCLUSION
It is the greatest good for an
individual to discuss virtue
every day...for the
unexamined life is not worth
living.
-Socrates
Only by much searching and
mining are gold and
diamonds obtained, and man
can find every truth
connected with his being if he
will dig deep into the mine of
his soul.
-James Allen