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  • "360 Degree Performance Appraisal": By:-Mr. Chaman Mba (Itm) 1 Sem

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    Priyanka Punia
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    360 degree performance appraisals collect feedback from an employee's supervisor, peers, subordinates, internal customers, external customers, and others. This feedback measures an employee's behaviors, competencies, skills, and how they are perceived. A 360 appraisal has four components: self appraisal, peer appraisal, subordinate appraisal, and superior appraisal. The purpose of 360 degree performance appraisals is for career development, feedback, administrative uses like performance history, aligning with organizational goals and job standards, and documentation.

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    360 degree performance appraisals collect feedback from an employee's supervisor, peers, subordinates, internal customers, external customers, and others. This feedback measures an employee's behaviors, competencies, skills, and how they are perceived. A 360 appraisal has four components: self appraisal, peer appraisal, subordinate appraisal, and superior appraisal. The purpose of 360 degree performance appraisals is for career development, feedback, administrative uses like performance history, aligning with organizational goals and job standards, and documentation.

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    13 views8 pages

    "360 Degree Performance Appraisal": By:-Mr. Chaman Mba (Itm) 1 Sem

    Uploaded by

    Priyanka Punia
    360 degree performance appraisals collect feedback from an employee's supervisor, peers, subordinates, internal customers, external customers, and others. This feedback measures an employee's behaviors, competencies, skills, and how they are perceived. A 360 appraisal has four components: self appraisal, peer appraisal, subordinate appraisal, and superior appraisal. The purpose of 360 degree performance appraisals is for career development, feedback, administrative uses like performance history, aligning with organizational goals and job standards, and documentation.

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    of 8

    “360 DEGREE PERFORMANCE APPRAISAL”

    By:- Mr. Chaman


    MBA(ITM) 1st Sem
    The Concept

    Feedback:-
    • Me
    • Coworker
    • Internal customer
    • External customer
    • Supervisor
    • Skip-level reports
    • Others
    Concept of Performance
    Appraisal
    • Appraisal refers to the rating or evaluation of
    the worth, merit or effectiveness.
    • Performance appraisal implies the formal
    and systematic evaluation of performance on
    the job.
    • According to Flippo “ Performance appraisal
    is the systematic perodic and an impartial
    rating of an employee’s ”.
    Who should conduct 360
    performance appraisal ?
    • Subordinater • Suppliers & Vendors
    • Peers • Anyone who comes
    • Managers into contract with the
    • Team members employee and can
    provide valuble insight
    • customers
    information.
    What 360 degree measures ?
    • It measures behaviour & competencies.
    • It measures addresses skills such as listening ,
    planning & goal setting.
    • 360 provide feedback on how others percive
    an employee.
    • 360 focuses on subjective areas such as team
    work , characterstic & leadership
    effectiveness.
    360 appraisal has four
    components.
    • Self appraisal.
    • Peer appraisal.
    • Subordinates appraisal.
    • Supperiors appraisal.
    Purpose of performance
    appraisal.
    • Carrier development.
    • Feedback.
    • Administrative uses of performance appraisal.
    • Performance History.
    • Organization goals.
    • Job standards.
    • Documentation use of performance appraisal.
    Thank you

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