This Tool Is Used For Employees at Middle and Senior Level.: 360 Degree Appraisal Has Four Integral Components

360 DEGREE
The 360 technique gives each employee the chance to obtain performance evaluation from his or
her supervisor, colleagues, staff members, coworkers, similar to the numerous points on a
compass.
360-degree feedback, also known as multi-source feedback, is a method of performnace
evaluation that integrates feedback from all those who see and are influenced by a candidate’s
performance.
This tool is used for employees at middle and senior level.
The individual who receives 360-degree feedback frequently uses the information to plan
training and development. Some organisations utilise the results to make administrative
decisions, such as compensation or promotion. When this is the case, the 360 assessment is
referred to as a "360-degree review" and is used for evaluation reasons.
360 degree feedback is the most thorough review, in which information regarding an
employee's performance is gathered from all sources that come into touch with him or her on
the job. This technique is utilised in the (MARUTI SUZUKI Motors and HCL).
360 degree appraisal has four integral components:

1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
 Self-appraisal allows an employee to evaluate his or her own strengths and flaws,
accomplishments, and performance. The typical portion of the 360 degree assessment is
the superior's appraisal, in which the superior rates the workers' duties and actual
performance.
 Subordinates appraisals provide an opportunity to evaluate an employee on criteria

such as communication and motivational talents, superior's capacity to distribute tasks,
leadership traits, and so on. Peer feedback, sometimes known as internal customers,
may aid in determining an employee's ability to work in a team, cooperate, and be
sensitive to others.
 360 degree assessments are incomplete without self-assessment, and 360 degree
appraisals are incomplete without self-assessment. Employee participation in
performance appraisals is high, and it has the greatest influence on behaviour and
performance. It is one of the most reliable performance assessment methods since it
gives a "360-degree overview" of the employees' performance. 360 degree appraisals
are also a strong developmental tool since they assist maintain track of changes in
others' impressions of workers when done on a regular basis (say, once a year). A 360-
degree assessment is often preferred by managers since it allows them to analyse their
leadership and management methods. This approach is widely utilised for performance
evaluations across the world. Wipro, Infosys, and Reliance Industries are among the
companies that are following it.
DISADVANTAGES
 The extension of exchanging feedback might produce problems and conflicts among a
number of employees.
 In order to accomplish efficient functioning, there is a need for training and significant
effort.
 The results will be quite difficult to decipher.
 If feedback is not handled correctly and smoothly, it might be ineffective.
 If information is not managed openly and honestly, it can create an atmosphere of
distrust.
ADVANTAGES
 Enhance the legitimacy of performance evaluations.

 The comments of a coworker like this will aid in self-development.
 Employees' obligations to their customers are increased.
 A more accurate judgement can be obtained by combining thoughts.
 Opinions acquired from a large number of employees are certain to be more compelling.
 Not only should managers evaluate their employees' performance, but so should their
coworkers.
 Feedback from others is typically motivating for people who undervalue themselves.
 The organisational culture of the firm will become more honest if more employees
participate in the performance assessment process.
Who should conduct 360 degree performance appraisal?


Subordinates.
Peers.
Managers (i.e. superior).
Team members.
Customers.
Suppliers/ vendors.
Anyone who comes into contact with the employee and can provide
valuable insights and information.

This Tool Is Used For Employees at Middle and Senior Level.: 360 Degree Appraisal Has Four Integral Components

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360 DEGREE

This tool is used for employees at middle and senior level.

360 degree appraisal has four integral components:

 Subordinates appraisals provide an opportunity to evaluate an employee on criteria

 Enhance the legitimacy of performance evaluations.

Who should conduct 360 degree performance appraisal?

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