360 Degree Performance Appraisal System Brief Summary and Sample
Flow of Presentation Reasons to use 360 degree performance appraisal system 360 degree review Implementation of 360 degree performance appraisal system Objectives of 360 degree performance appraisal 360 Degree Performance Appraisal Process Significance of 360-degree performance appraisal 360 degree performance appraisal advantages and disadvantages
Reasons to use 360 degree performance appraisal system
Provides enhanced view about the performance of empl
360 Degree Review RatersSupervisor Peer Subordinate Customer Self-assestment
Points CoveredTeamwork Leadership Interpersonal communication Management accountability, work habits, vision
Online survey is conducted to gather feedback
Implementation of 360 degree performance appraisal system
360 Degree Performance Appraisal Process Communication of 360 degree appraisal
Selection of Raters
Facilitation of feedback
Completion of report
Development Plan
Re- evaluating
Distribution of survey
Submission of questionnaires
Objectives of 360 degree performance appraisal
To makes employee more comfortable with the organization
To evaluate the performance of employee in a holistic manner
Overall development of employees
Significance of 360 degree performance appraisal Valuable insights about the current leadership, how team mechanics works
Boosts the confidence of employees and helps them to improve in their performance
Enhanced teamwork, development of leadership and improved productivity
360 degree performance appraisal advantages and disadvantages
Provides a comprehensive view of performance Strengthen the self development of employee Honest culture can be established among the organization Empowers the employees
Process is very lengthy, complex and takes a lot of time High training efforts are required Can create suspicious environment in the organization Leads to tension and trouble among employees is reviews are exchanged.
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