360 Degree Appraisal

Presented By:
- Anuj Prakash Gautam

MBA-3
rd
Semester
-: Contents :-
What is Performance Appraisal ?
Various Methods of Performance Appraisal.
Introduction to 360
0
Appraisal.
What are 360
0
Measures ?
Background.
The Concept and the Participants.
Advantages & Disadvantages.
5 things to consider before you start 360 degree
appraisal.
Companies Using 360
0
Appraisal.
What is Performance Appraisal ?
Performance Appraisal is the process of obtaining,
analyzing and recording information about the
relative worth of an employee.

Its Objectives:-
To judge the gap between the actual and the desired
performance.
To help the management in exercising organizational control.
To diagnose the strengths and weaknesses of the individuals.
To provide feedback to the employees regarding their past
performance.
Methods of Performance
Appraisal
Management by Objectives (MBO)

360-Degree Appraisal

Behavioral Observation Scale

Behaviorally Anchored Rating Scale (BARS)
Introduction to
360
0
Appraisal
360 - Degree Appraisal is a system or process in
which employees receive confidential, anonymous
feedback from the people who work around them.
What are 360
0
Measures ?
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 provides feedback on how others perceive an
employee.
Background
360-degree methods have roots as early as the 1940s, however, there is some
disagreement regarding the exact genesis of the technique.

Despite these disagreements, one point that most scholars can agree on is 360-
degree performance appraisal has historical roots within a military context.

During the 1950s and 1960s this trend continued in the United States within
the Military service academies.

At the United States Naval Academy at Annapolis, the midshipmen used a
multi-source process called peer grease to evaluate the leadership skills of
their classmates.

In the corporate world during the 1960s and 1970s, organizations like Bank
of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and
RCA experimented with multi-source feedback in a variety of measurement
situations.

The Concept
Participants
Superiors
Subordinates
Peers/Colleagues
Direct Reports
Customers
Self

Advantages
To the individual:
Helps individuals to understand how
others perceive them.

Uncover blind spots.

Quantifiable data on soft skills.
To the team:
Increases communication.
Higher levels of trust.
Better team environment.
Supports teamwork.
Increased team effectiveness.
To the organization:
Reinforced corporate culture by linking survey
items to organizational leadership competencies
and company values.

Better career development for employees

Improves customer service by involving them.
Disadvantages
It is the most costly and time consuming type of appraisal.

These programs tend to be somewhat shocking to managers at
first.

The problems may arise with subordinate assessments.

The organization implementing this type of performance
appraisal must clearly define the mission and the scope of the
appraisal.

Organizations must consider other issues like safeguarding the
process from unintentional respondent rating errors.

5 things to consider before you start 360
degree appraisal.
1. Purpose-
clarify why and what.
communicate to everyone.

2. Culture are you ready?
Do you have a mature enough team dynamic?
Are you open enough?
Those involved need to feel comfortable & supported.

3. Timing of introduction also link with the planning cycle.

4. Roll out champion?
How to generate buy-in?
Involve everyone early.

5. Confidentiality for appraisees and ratersnon-attributable.
Companies using 360
0
Performance
Appraisals.
Bell-Core
International
Ltd (1998)
Johnson &
Johnson Ltd
(1980s)
Wipro
Technologies Ltd
(Dec17th 2002)
Xerox
(1980s)
IBM (1980)
Bell Atlantic
(1980)
Any Questions ???
Thank You