... One creative approach that is gaining a growing following is the introduction of the multi-source, 360-degree appraisal. ... In this paper I will discuss exactly what a 360-degree performance appraisals is, how they work, the strengths and weaknesses of this form of appraisals as compared to traditional performance appraisals, and highlight some examples of companies using 360-degree appraisals.
There has been an increased use of multi-source evaluation in recent years, and this has led to a number of modifications to the 360-degree evaluation process, but most Human Resources professionals agree on a standard definition; “Basically, 360-degree systems gather data from multiple raters, including direct reports, peers, supervisors, customers, and the employee (self-appraisal). ... ” (Nelson, 2000)
The primary objective of the 360-degree performance appraisal is to gather and evaluate feedback from all of an employee’s customers. ... (Milliman and Zawacki, 1994)
To understand the growing popularity of this type of performance appraisal it is important to develop an understanding of how the process works. The 360-degree performance evaluation begins with a common set of planning steps. ... Next, the determination has to be made as to how will you use the 360-degree method. ... As opposed to many traditional approaches where the employee knows that their manager will be evaluating their performance, with a 360-degree evaluation another issue that will have to be addressed is whether or not the appraisals will be anonymous. ... As experts on the subject have noted, “ It is essential that organizations develop an effective plan and change process to implement 360-degree appraisals” (Milliman and Zawacki, 1994)
Once all of the key steps to effectively implement a 360-degree appraisal have been decided, there are a number of other factors that have to be communicated as well. ... Top management must clearly communicate the goals and the need for the 360-degree appraisal. ... During this process, human resources should instruct employees on the nature of the 360-degree appraisal instrument and the evaluation process. ... Lastly, the organization should continually reinforce the goals of the 360-degree appraisal and be ready to modify the process when needed.
In many organizations where these steps have been implemented the 360-degree appraisal process has proven to be quite effective. As one manager in an organization that has adopted the multi-source has pointed out, with a single source approach, you are relying on the perspective of a single manager or supervisor who might interact with each employee a maximum of ten percent of their working hours. Using the multi-source approach you may be able to gain a perspective of how the appraised individual is performing ninety to one hundred percent of their working hours.
To link to this page, copy the following code to your site:
All Papers Are For Research And Reference Purposes Only!
You may not turn these papers in as your own! You must cite our web site as your source!
