What is 360 Degree Performance Appraisal
Content
What is 360 degree performance appraisal
In this file, you can ref useful information about what is 360 degree performance appraisal such
as what is 360 degree performance appraisal methods, what is 360 degree performance appraisal
tips, what is 360 degree performance appraisal forms, what is 360 degree performance appraisal
phrases … If you need more assistant for what is 360 degree performance appraisal, please leave
your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting what is 360 degree performance
appraisal
==================
Employee performance evaluations are a standard aspect of managing employees and are a key
factor in decisions about promotions and salary increases. Traditionally, appraisals have been
conducted based mainly on the opinion and perspective of an employee's supervisor, but an
alternative method is becoming popular.
Definition
A 360-degree appraisal or "360" incorporates input from people in different relationships to the
employee being appraised, and not just from the individual's boss. Direct reports, peers, and even
customers may be asked to contribute their feedback.
Types
These appraisals may be part of the performance review process, whereby employees are
formally evaluated and considered for promotions and raises. They may also be used as part of
an employee development program, separate from the formal review process.
Benefits
Appraisals based on input from a variety of colleagues provide more comprehensive data for
review and development purposes. Their use can help create a culture where constructive
feedback is valued, and employees learn to effectively give and receive feedback.
Disadvantages
Gathering and incorporating input from other people increases the complexity and time
investment for business leaders conducting employee reviews. In addition, employees may be
unwilling to provide honest opinions of bosses and others of influence due to fear of retribution.
Considerations
Training employees in effective performance evaluation and effective feedback increases the
likelihood of a successful 360 process. Introducing different aspects of the process gradually can
also help employees adjust to a system that is different from what they have known.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
2. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The “whole man” is compared with another
“whole man” in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
III. Other topics related to What is 360 degree performance
appraisal (pdf, doc file download)
• Top 28 performance appraisal forms
•performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
•performance appraisal phrases
•performance appraisal process
•performance appraisal template
•performance appraisal system
•performance appraisal answers
•performance appraisal questions
•performance appraisal techniques
•performance appraisal format
•performance appraisal templates
•performance appraisal questionnaire
•performance appraisal software
•performance appraisal tools
• performance appraisal interview
•performance appraisal phrases examples
•performance appraisal objectives
•performance appraisal policy
•performance appraisal letter
•performance appraisal types
•performance appraisal quotes
•performance appraisal articles
In this file, you can ref useful information about what is 360 degree performance appraisal such
as what is 360 degree performance appraisal methods, what is 360 degree performance appraisal
tips, what is 360 degree performance appraisal forms, what is 360 degree performance appraisal
phrases … If you need more assistant for what is 360 degree performance appraisal, please leave
your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting what is 360 degree performance
appraisal
==================
Employee performance evaluations are a standard aspect of managing employees and are a key
factor in decisions about promotions and salary increases. Traditionally, appraisals have been
conducted based mainly on the opinion and perspective of an employee's supervisor, but an
alternative method is becoming popular.
Definition
A 360-degree appraisal or "360" incorporates input from people in different relationships to the
employee being appraised, and not just from the individual's boss. Direct reports, peers, and even
customers may be asked to contribute their feedback.
Types
These appraisals may be part of the performance review process, whereby employees are
formally evaluated and considered for promotions and raises. They may also be used as part of
an employee development program, separate from the formal review process.
Benefits
Appraisals based on input from a variety of colleagues provide more comprehensive data for
review and development purposes. Their use can help create a culture where constructive
feedback is valued, and employees learn to effectively give and receive feedback.
Disadvantages
Gathering and incorporating input from other people increases the complexity and time
investment for business leaders conducting employee reviews. In addition, employees may be
unwilling to provide honest opinions of bosses and others of influence due to fear of retribution.
Considerations
Training employees in effective performance evaluation and effective feedback increases the
likelihood of a successful 360 process. Introducing different aspects of the process gradually can
also help employees adjust to a system that is different from what they have known.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
2. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The “whole man” is compared with another
“whole man” in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
III. Other topics related to What is 360 degree performance
appraisal (pdf, doc file download)
• Top 28 performance appraisal forms
•performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
•performance appraisal phrases
•performance appraisal process
•performance appraisal template
•performance appraisal system
•performance appraisal answers
•performance appraisal questions
•performance appraisal techniques
•performance appraisal format
•performance appraisal templates
•performance appraisal questionnaire
•performance appraisal software
•performance appraisal tools
• performance appraisal interview
•performance appraisal phrases examples
•performance appraisal objectives
•performance appraisal policy
•performance appraisal letter
•performance appraisal types
•performance appraisal quotes
•performance appraisal articles
