360 DEGREE APPRAISALS?
Meaning: -The 360 degree appraisal is a systematic feedback
of performance of an individual or a group in an organization by a number of stakeholders
or parties. The various parties include superiors, subordinates. Etc.
1. Immediate
Superiors: - Generally speaking, employees are evaluated by their immediate
superior, since he has the most accurate and direct information on the work
performance of the subordinates.
2. Subordinates:
- The subordinates could be asked to rate the performance of his superior. For
instance, the student may be asked to rate the performance of his teacher.
3. Self-assessment:-
There can be self-assessment. The concerned employee may be asked to appraise
his performance. The purpose is to help an employee to review and control his
own performance and to initiate efforts for self development.
4. Peers: -
Peers or colleagues can rate each other’s performance. This is considered
useful particularly in work situation where team work matters most. For
instance, a police officer can rate his partner who normally accompanies him on
duty.
5. Top
Management: - Top management normally may rate the senior or middle level
executives who directly report them.
6. Clients:
- Major clients can also undertake performance appraisal of the employees with
whom they interact. The clients are in a better position to give a feedback on
the performance of those employees with whom they come into contact during the
course of business transaction.
7. Other
Parties: -360 Degree Appraisal can also be conducted by other parties such as;
• Appraisal
Panel.
•
Consultants.
• HR
Department.
Advantages of 360 Degree Appraisal: -
1. Avoids
Bias: - This technique helps to avoid bias in rating. Even if one of the raters
wants to be biased in favour or against the ratee, he/she cannot do so; balance
the rating is done by several parties.
2. Balanced
Performance appraisal: - this method gives balanced performance appraisal of
the ratee. All the raters try to be as objective as possible in their rating.
3. Comprehensive
Performance appraisal: - This method provides comprehensive appraisal of the
ratee. The raters consider a wide range of factors in rating the candidate. The
factors include;
• Attitude
towards work,
• Quality
of work,
• Relationship
at work,
• Speed of
Work,
• Team
Spirit, etc.
4. Personnel
Decisions: - This technique facilitates several personnel decisions. Depending
upon the ratings given by the raters, the organization can take personnel
decisions relating to placement, promotion, transfers, termination, career
development, compensation, etc.
