360 Performance Appraisal

1760 Words8 Pages
r360 Performance Appraisal Unlike, the traditional top-down appraisal where a supervisor appraises the performance of their subordinate, 360 Performance Appraisal incorporates multiple perspectives by using feedback from a variety of sources. These sources include peers, subordinates, customers, self, and supervisor. May be called multi-source feedback, mult-rater feedback, multi-level feedback, upward appraisal, peer review. The results of this type of feedback process provide an understanding how how the employee is perceived from different perspectives. This process helps an individual understand how others perceive them. Feedback is essential to facilitating performance improvements. Feedback allows people to utilize their strengths to their advantage. Feedback informs employees which actions create problems for others and to know what changes may be needed. 360 Performance Appraisal: Uses Uses for 360 Performance Appraisal include:  Employee Development  Performance Appraisal  Performance Management  Training Needs Assessment  Evaluation of Training  Attitude Survey  Organizational Climate Survey  Customer Satisfaction Survey This process can also be a motivator of performance since it shows the employee that their opinions and views are considered important. Benefits May improve service to customers if they are able to offer feedback to the employee. 360 Performance Appraisal offers a more complete picture of the employee's performance. This feedback can provide guidance on skills that an employee may need to develop. How it is conducted. 1. Develop questionnaire A questionnaire used for 360 Performance Appraisal typically contains items that are rated on a 5 point scale. These items may be developed to measure different dimensions of job
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