360 DEGREE PERFORMNACE APPRAISALS

[abhishreshthaa]

The latest approach to performance appraisal is the use of 360 degree appraisal. The appraiser may be any person who has thorough knowledge about the job content, contents to be appraised, standards of contents, and who observes the employee while performing a job. Typical appraisers are: Supervisor, peers, subordinates, employees themselves, users of service and consultants. Performance appraisal by all these parties is called “360 degree Performance appraisal.” This appraisal is done by using software developed by a number of companies. Exhibit in above figure presents pros and cons of this appraisal.


Pros & Cons of 360 degree Performance Appraisal

Pros Cons
 Comprehensive system as it gathers information from multiple sources.


 Complex system.

 High quality of information and responsibility.

 Employee resentment when appraisers ‘gang up’.

 Compatible to TQM as internal & external customers are involved.


 Conflicting views of appraisers.


 Less bias / Prejudice.


 Needs appraisers training.

 Increase in employee self-development.

 Appraisers may not take the responsibility.

 Absence of accountability.

 

[jamescord]

The latest approach to performance appraisal is the use of 360 degree appraisal. The appraiser may be any person who has thorough knowledge about the job content, contents to be appraised, standards of contents, and who observes the employee while performing a job. Typical appraisers are: Supervisor, peers, subordinates, employees themselves, users of service and consultants. Performance appraisal by all these parties is called “360 degree Performance appraisal.” This appraisal is done by using software developed by a number of companies. Exhibit in above figure presents pros and cons of this appraisal.


Pros & Cons of 360 degree Performance Appraisal

Pros Cons
 Comprehensive system as it gathers information from multiple sources.


 Complex system.

 High quality of information and responsibility.

 Employee resentment when appraisers ‘gang up’.

 Compatible to TQM as internal & external customers are involved.


 Conflicting views of appraisers.


 Less bias / Prejudice.


 Needs appraisers training.

 Increase in employee self-development.

 Appraisers may not take the responsibility.

 Absence of accountability.

hello buddy,

I am also uploading a document which will give more detailed explanation on Benefits and Shortcoming of 360 Degrees Performance Appraisal.