Answer / shubhra (essar power)

the 360 appraisal is that the appraisl given peers,
subordinates,workers,head of the department etc that means
the appraisal given from all the people working in the
organizationis 360 degree appraisal. The half yearly report
or yearly report of work schedule goes from the company to
the head quater of all the workers performance is the
appraisal it contains all the demotion, promotion and
other activities related to the perfomance.

Answer / neha

it is a performance appraisal in which one will get
appraisal form the boss, colouges,supervisiors etc. the
appraisal is depend on the responces of them. if they give
+ve responce s then he will get promotion otherwaise he
will get demotion.

Answer / el.deepthi

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 integral components:

1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer 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.

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.

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.

Answer / p.v.ramya

360 degree performance appraisal is one of the appraisal
system which is to know the overall performance of the
employee.Here the feedback of his performance is taken from
all the supervisors, collegues, subordinates and self
appraisal is also been the part of this appraisal

Answer / sheebamadhavan

This system, which solicits feedback from seniors
(including the boss), peers and subordinates has been
increasingly embraced as the best of all available methods
for collecting performance feedback. Gone are the days of
working hard to impress only one person, now the opinions
of all matter, especially if you are in a leadership role
(at any level). Every person in the team is responsible for
giving relevant, positive and constructive feedback. Such
systems also help in identifying leaders for higher level
positions in the organization. Senior managers could use
this feed back for self development.

Answer / sham

360 degree PA is the most comprehensive appraisal where the
feedback about the employee's performance comes from all
the sources that come in contact with the employee on his
job,eg. peers, collegues, supervisors, subordinates,
clients etc., including the employee himself. such
appraisal can provide valuable information regarding
the “on-the-job” performance of the employee.

Answer / dadasaheb akkole

360-degree feedback, also known as "multi-rater feedback,"
"multisource feedback," or "multisource assessment," is
feedback that comes from all around an employee. "360"
refers to the 360 degrees in a circle, with an individual
figuratively in the center of the circle. Feedback is
provided by subordinates, peers, and supervisors. It also
includes a self-assessment and, in some cases, feedback from
external sources such as customers and suppliers or other
interested stakeholders. It may be contrasted with "upward
feedback," where managers are given feedback by their direct
reports, or a "traditional performance appraisal,"
where the employees are most often reviewed only by their
managers. The results from 360-degree feedback are often
used by the person receiving the feedback to plan their
training and development. Results are also used by some
organizations in making administrative decisions, such as
pay or promotion. 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
controversy as to whether 360-degree feedback should be used
exclusively for development purposes, or should be used for
appraisal purposes as well. There is also controversy
regarding whether 360-degree feedback improves employee
performance, and it has even been suggested that it may
decrease shareholder value.

Answer / suchitra stuti

The use of 360 degree feedback techniques to measure or
rate a person’s achievements for one or more performance
objectives.

This is different to 360 degree feedback which focuses on
giving a person feedback on their capabilities using things
like competencies, values and behaviours.

Answer / stuti

360 degree appraisal, is designed to get around this.
You're rated on your performance by people who know
something about you and your work. You complete your own
self-assessment which is compared against feedback from
your colleagues. Direct reports, peers, managers, customers
or clients, in fact anybody whose opinion you respect and
who is familiar with you and your work can be included in
the feedback process. This multi-source approach can give
real insight into how different groups see you as a person

Answer / namrata singh

360 degree appraisal, is designed to get around this.
You're rated on your performance by people who know
something about you and your work. You complete your own
self-assessment which is compared against feedback from
your colleagues. Direct reports, peers, managers, customers
or clients, in fact anybody whose opinion you respect and
who is familiar with you and your work can be included in
the feedback process. This multi-source approach can give
real insight into how different groups see you as a person

what is memo & which no of memo given to the worker and termination of service.

0 Answers  

Tell us a situation in which you were required to work under the American with Disabilities Act.

0 Answers  

what is pre retrenchment plans and its effects on employee performance?

0 Answers  

What control mechanisms might be most appropriate to ensure that action plans match targeted needs?

0 Answers  

what is the 4 major purposrs of manpower management

0 Answers  

What screening and selction methods are availabel, and which ones are most accurate? Explain.

0 Answers  

What is PCN?s?

3 Answers   econ, ITC Infotech,

Why do you choose Hr field After doing Bsc. And Hospital Administration?

2 Answers  

Why did u Choose Recruitment Field? Wat will Be the best answer to tell?

6 Answers   Adecco, Infosys, Judge Group,

i choosed hr as career what are the qualifications and skills that i requiered please answer me

0 Answers  

Why haven’t you found a new position before now?

1 Answers  

wheather strengths are present in resume or not if present then y not weakness

5 Answers