360 DEGREE PERFORMANCE APPRAISALS
Most of the younger Group Organizations and Software Industries have started implementing 360 Degree Appraisals. 360 Degree Means that all round. The employee Concerned at the central Point and he is appraised by all the officials who are all connected with him on the job. I am afraid in most of the organizations, this new concepts is being followed very religious and systematically. May be the acceptance level or maturity level is not as aimed. What I want you if you want to implement, then try at the senior level first. If it is successful at their levels, then try to percolate downwards. Higher the Maturity level higher the acceptance level is.
360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job.
360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors - anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the “on-the-job” performance of the employee. 360 Degree Appraisal has four components.
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
1. Self appraisal :
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree appraisal where the employees’ responsibilities and actual performance is rated by the superior.
2. Subordinates appraisal :
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.
A Peer is a "colleague" of the Appraisee - frequently a fellow team member. A Peer is an "equal" of the Appraisee, with an equivalent level of stature in the organization. They may not necessarily work closely together, but are reasonably familiar with each others' job requirements.
Peer feedback is normally very effective, as peer approval is important to most employees. Employees also tend to regard Peer feedback as highly credible when their joint feedback points out specific behavioral trends.
Peer feedback with self-directed work teams is indispensable as a behavior modification and development tool.
4. Superiors appraisal
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree Performance appraisal have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees’ performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others’ perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
To evaluate an employee by all the officials whoever connected with him on the job for his Attitude as well as Job Performance. And to study the following:
1) To have an evaluation system very effectively.
2) To nullify biased approach
3) To view a person at different angles and...