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360 Degree Appraisal System

Introduction and Definition


In human resources 360-degree feedback, also known as multi-rater feedback, multi source
feedback, or multi source assessment, is feedback that comes from members of an employee's
immediate work circle. Most often, 360-degree feedback will include direct feedback from an
employee's subordinates, peers (colleagues), and supervisors, as well as a self-evaluation. It can
also include, in some cases, feedback from external sources, such as customers and suppliers etc.
It may be contrasted with upward feedback, where managers are given feedback only by their
direct reports, or a traditional performance appraisal, where the employees are most often
reviewed only by their managers.
The results from a 360 degree evaluation are often used by the person receiving the feedback to
plan and map specific paths in their development. Results are also used by some organizations in
making administrative decisions related to pay and promotions. When this is the case, the 360
assessment is for evaluation purposes, and is sometimes called a 360 degree review. However,
there is a great deal of debate as to whether 360 degree feedback should be used exclusively for
development purposes, or should be used for appraisal purposes as well.

Measures:
It measures Behaviors and competencies
Addresses Skills
listening, planning, and goal-setting
Focuses on subjective areas like:
teamwork, character, and leadership effectiveness
Provides feedback on how others perceive an employee

Advantages

It serves as a method of collecting information from as many sources in an employees environment.


It is an honest assessment as viewed by a variety of constituents.
It provides confidential input from many people of how an employee fares in his job.
It helps employees in seeing themselves as others see them.
It provides information which neither employee nor his/her superior may be aware of.
Promotes constructive feedback and open communication
Develops a culture of continuous performance improvement
Builds leadership/ managerial capability
Embeds values and expected working competencies
Provides feedback about leadership and management strength
Can be a powerful trigger for change

Disadvantages

Costly and Time consuming.


Tends to be shocking to the managers at first.
Problem may arise with subordinate assessment.
Complex
Disagreement
Response from colleagues tends to be biased
The results can be manipulate
Adversely effect on the motivation and the performance
Adversely affected by the customers perception of the organization

Considerations before Implementing


There are various considerations that a company should take
into account before deciding to implement the 360 degree feedback system in its organization.
It is important that the organization should have a positive response towards all the
considerations listed below.
If the organization is not completely sure, then it may not be ready for 360-degree evaluations.

Strategies for Success in 360 Degree Feedback


Explain what it is, what it does, how its used, and its' benefits
to all concerned, continually
Provide information on its purpose and process to assessors
Appraisers and employees should know the instrument they are using thoroughly
Disconnect it from any compensation decisions (raises, bonuses, etc.) - make it developmental
Conduct structured feedback workshops for feedback recipients
Don't force it on people

Suggestions for an Effective 360 Degree Appraisal


Anonymous feedback

References

Manager involvement
Prevent gaming

www.ManagementStudyGuide.com

Statistical techniques

www.humanresources.hrvinet.com/360-degree-performanceappraisal/

Avoid and reduce biases

http://kalyan-city.blogspot.com/2011/05/360-degreeappraisal-meaning-and-six.html

en.wikipedia.org/

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