360-Degree performance appraisals: An overview

Type :

Term papers

Pages :

8 pages

Format :

.doc

Published date :

04/27/2009

Category :

Business & market

Sub category :

Management

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Summary :

Performance appraisals
360-degree appraisals
1. History
Components of the 360-degree appraisal system
1. Self-appraisal
2. Superior's appraisal
3. Subordinates appraisal
4. Peer appraisal
5. Customer / supplier appraisal
The process
1. Accuracy
Advantages
Shortcomings
Critical factors for success
Conclusion
References

Abstract

performance appraisals is "the systematic, periodic and an impartial rating of an employee's excellence in the matters pertaining to his present job and his potential for a better job ." performance appraisal is therefore the process of obtaining, analyzing, and recording information about the relative worth of an employee, with the objective being to measure what the employee does and improve the potential of the employee.performance appraisals help organizations judge the gap between the actual and desired performance of an employee and help management exercise control over the organization. The specific motives of an organization in conducting a performance Appraisal exercise could be any or all of the following:
To provide feedback to the employees regarding their past performance

To provide clarity regarding the responsibilities of the role and the expectations of the company from the employee

To strengthen the communication and working relationship between the employees and their managers

To diagnose the strengths and weaknesses of the employee and identify the relevant training and development needs

To provide information that would facilitate decisions such as promotions and salary revisions, and fixing the career path of the employees

To judge the effectiveness of the employee related functions of the organization, such as recruitment, selection, training, and development.