This document discusses 360 degree performance appraisal. It defines 360 degree appraisal as a process that obtains feedback on an employee's performance from subordinates, peers, managers, customers, and the employee themselves. The document outlines the 360 degree appraisal process, describes what behaviors and competencies it measures, and discusses how feedback is obtained through questionnaires. Advantages include getting honest assessments from multiple perspectives, while disadvantages include potential bias, difficulty analyzing information, and negative impacts on employee motivation if not implemented correctly.

1. Kirloskar Institute of Advance Management Studies
Performance Management appraisal
Presentation on
360° degree appraisal System
Prepared by:
VIVEK MISHRA
PG2013-87
KIAMS
Submitted to:
Prof. Sangeeta
Thakur

2. PREVIEW
 Performance Appraisal System.
 What is 360 ̊ ?
 Process of 360 ̊ Appraisal.
 Advantages and Disadvantages.

3. What is Performance Appraisal?
Performance Appraisal (PA) is the process that
is used to evaluate the personality, performance
and potential of the employees of an
organization.
It is a process of evaluating and communicating
to an employee how he or she is performing the
job and establishing a plan for improvement.
Hence, it is a system of review and evaluation of
job performance to assess accomplishments
and to evolve plans for development.

4. Performance Appraisal
 Performance appraisals are essential for the effective
management and evaluation of staff.
 Staff performance appraisals also establish individual
training needs and enable organizational training
needs analysis and planning.
 Reviews each individual's performance against
objectives and standards for the year, agreed at the
previous appraisal meeting.
 Important for staff motivation, attitude and behavior
development, communicating and aligning individual
and organizational aims, and fostering positive

5. Various Methods Used
Performance Appraisal
• Straight Ranking Method
• Essay Appraisal Method
• Paired Comparison Method
• Critical Incident Method
• Field Review
• Checklist Method
• Graphic Rating Scale
• Forced Distribution
• MBO
• 360 ̊ Method
• Assessment Centres.
• Behaviourally Anchored
Rating Scale.
• Human Resource Accounting.
Traditional Methods Modern Methods

6. What is 360 Degree Appraisal?
360-degree Appraisal is an
assessment process used to improve
managerial effectiveness by providing
the manager with a more complete
assessment of their effectiveness, and
their performance and development
needs.

7. What the process involves
Obtaining feedback from the manager's key contacts. These would
normally include:
o The manager him/herself
o Subordinates (employees who work for the manager)
o Peers (fellow managers)
o Managers (senior management)
o Customers
o Suppliers

8. The Process
Internal
Customers “Boss”
Peers
External Customers Team Members
Self
Feedback
collected from
Using a specially
designed tool Anonymously

9. How to Implement 360 Degree?
360 Degree
Feedback
Planning
Piloting
ImplementationFeedback
Review

10. What does 360 ̊ measure ?
 360 degree measures behaviors and
competencies.
 360 degree addresses skills such as listening,
planning, and goal-setting.
 360 degree focuses on subjective areas such
as teamwork, character, and leadership
effectiveness.
 360 degree provide feedback on how others
perceive an employee.

11. How is Feedback obtained?
By using a questionnaire which asks participants to rate
the individual according to observed behaviors - usually
managerial or business-specific competencies.
This process will not suit all companies. One should
assess how well it would fit with the current culture
before launching a scheme and a secondary scheme is
worth building into the program.

12. QUESTIONNAIRE

14. Advantages ..
 Method of collecting information from as many sources in an
employees environment.
 Honest assessment as viewed by a variety of constituents.
 Confidential input from many people of how an employee fairs
in his job.
 Helps employees in seeing themselves as others see them.
 It provides information which neither employee nor his/her
superior may be aware.

15. …Advantages
 Confidentiality an important aspect.
 Employees find this method to be fair.
 Gives an indication of performance enhancing or distracting work
situation.
 Allows to improve the system creating greater harmony and overall
improvement.
 Help employees identify strength and address skill gaps.
 Lends to continuous learning , growing self confidence and
improved productivity.

16. Why 360 degree Appraisal Programs Fail? ….
360 performance rating system is not a validated technique for Performance
appraisal.
With the increase in the number of raters from one to five (commonly), it
become difficult to separate, calculate and eliminate personal biasness and
differences.
It is often time consuming and difficult to analyze the information gathered.
The results can be manipulated by the employees towards their desired ratings
with the help of the raters.

17. ….Why 360 degree Appraisal Programs Fail?
The 360 degree appraisal mechanism can have a adversely effect on the
motivation and the performance of the employees.
360 degree feedback – as a process requires commitment of top management
and the HR, resources(time, financial resources etc), planned implementation
and follow up.
360 degree feedback can be adversely affected by the customers perception of
the organization and their incomplete knowledge about the process and the
clarity of the process.
Often, the process suffers because of the lack of knowledge on the part of the
participants or the raters.