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.
Evaluation is an important component of Extension and volunteer programs. Historically, volunteers have only received feedback from their direct supervisor. This method of feedback does not always prove to be beneficial enough to catalyze real change within an organization. This is because the evaluation only takes into account one person's opinion, that of the direct supervisor, when evaluating the volunteer or staff member. In order to elicit the most effective data possible, a trend towards 360-degree evaluations has emerged. The 360-degree evaluation is a common tool in human resource management....