Answer / renuka

"360" refers to the 360 degrees in a circle. The feedback
would come from subordinates, peers, and managers in the
organizational hierarchy, as well as self-assessment, and
in some cases external sources such as customers and
suppliers or other interested stakeholders.The results are
also used by some organizations for making promotional or
pay decisions, which is sometimes called "360-degree
review."

Answer / akul

360 degree appraisal,appraises from all aspects.
For Ex- Self Assesment, Assesment by Colleagues, Assesment
by Seniors & Juniors.

It all depends on how you perform on job keeping in mind
others sentiments.

Answer / payal lalchandani

A 360 degree appraisal is one in which the employees get a
direct ie; a one on one feedback from their subordinates or
their heads about their performance anually or mid
yearly.This gives the employees a clear insight about their
work and whether they have met their targets.
views of other employees or collegues are also taken... but
this may depend and vary from one company to another.

Answer / sanjay kr pandey

360* appraisal means the appraiser who done the appraisal
of their subordinates, supervisors or the workers on the
ground of their qualification, attitude, discipline on job,
technicality, perfection of job, accuracy etc. without any
presume and bias.

Answer / mrs. menon

360 degree appraisal means the employee receving the
feedback gets rated by 360 raters. It involves appraisal
by those above, below and to the side of an indiviual
employee, as well as self assessment in practice.

Answer / vainhav shukla

the 360 degree performance appraisal is evaluating
techniques which appraising the performance of employes
from diff. dimensions
very firstly employee rated him self, than
its results compare with the another appraiser results
the following are another appraiser
1.subordinates
2.supirior
3.peers/couliges
4.customers/clients

Answer / irenikase kayode

This is a multi-rater assessment system that measures more
of an employee's characters than his performance on the
job. It is a system whereby those who have come in contact
with the employee both within and without the organisation
in the course of the employee carrying out his duties are
made to answer questions about him. These questions cover
things such as leadership ability, competencies, teamwork,
organizing, coordinating ability, planning, goal
setting,listening, written and spoken ability. This system
is subjective and does not really measures performance
unlike management by objectives.

Answer / anil kaushik saroj hospital &a

A 360 Performance Appraisal is performance assesment of one
by one s superior,his subordinates,peers,cutomers or
clints,concerned to him and oneself for the work performed
during certain time- periods falling in one s complete
tennure of service to the organization one has served.It is
related judgement about one by all concerned to the
particular organization who are directly or indirectly
employed,connected and benefitted with that organization
and it may include potential capabilities,capacity,
understanding,general knowledge,values,examples set
approach towards life vision and clarity.

Answer / usha k

360 degree appraisal is where u are appraised by 5 different mediums, i.e, you , yourself, friends/colleagues, supervisor, manager and customer. here u get a better feedback of your performance as it is not biased and not based on only one man's opinion.

Answer / sushma

An appraisal made by top management, immediate superior,
peers, subordinates, self and customers is called 360 Degree
Appraisal. Here, the performance of the employee or manager
is evaluated by six parties, including himself. So, he gets
a feedback of his performance from everyone around him. This
method is very reliable because evaluation is done by many
different parties. These parties are in the best position to
evaluate the employee or manager because they are
continuously interacting and working with him. This method
is mostly used to evaluate the performance of the employees.
However, it is also used to evaluate other qualities such as
talents, behaviour, values, ethical standards, tempers,
loyalty, etc.

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