Value-based performance management assesses how well employees uphold an organization's core values during performance reviews to ensure goals are met. 360 degree feedback collects confidential evaluations from managers, peers, and reports to provide employees a holistic understanding of their strengths and weaknesses for development. While both evaluate employee performance, value-based management focuses on goals and objectives, while 360 degree feedback emphasizes individual performance.

2.  Value-based Performance Management smooth the progress of the
creation of best possible Performance Management environment,
based on business objectives, goals and specific business value areas. It
may be regarded as the assessments of the extent to which individuals
uphold a defined list of core organizational values in the performance
review procedure.
 Meanwhile 360 Degree Feedback is a process in which employees are
given confidential feedback from the people who work with them.
This usually comprise of the employee's manager, peers, and direct
reports. 360 degree feedback tools are responded by each individual in
a self-assessment. Individual responses are always collected with
responses from other people to confer the employee a comprehensible
picture taken as a whole about strengths and weaknesses. The
principle of the 360 degree feedback is to help each individual to
recognize his strengths and weaknesses, and to add insight into piece
of his work that requires professional development.
 Both of them are inter-connected performance appraisal method that
evaluates the performance of employees but the criterion for
evaluation is a bit different. The performance standard in Value based
performance management is dependent on organizational goals and
objective while 360 degree feedback focuses on employee’s individual
performance.