360-degree appraisal

Many times I have heard this word 360-degree and all those fro my HR department so i thought I should find out what is the meaning of it and what does it mean in actual sense


The performance feedback method known as 360-degree feedback has gained wide popularity in the corporate world to the point of being nearly universal among Fortune 500 companies. A 360-degree feedback program enables organizational members to receive feedback on their performance, usually anonymously, from all the major constituencies they serve. Unlike the traditional approach to performance counseling, the 360-degree feedback concept does not rely solely on the supervisor as the source of information. Instead. It enlists superiors, peers, subordinates, suppliers, and customers in providing individuals with feedback on different aspects of their performance. Feedback recipients can also rate their own performance and compare it with feedback provided by others.
360 Degree Appraisal is basically Multi-Rater Appraisal and Feedback Systems, where an individual is assessed by a number of assesses including superiors, subordinates, peers, internal customers and external customers. In this system a candidate is assessed periodically normally once a year but some times even half yearly. The assessment is made on questionnaire specially designed to measure behaviors considered as critical for performance. The concerned person does the appraisal anonymously and official of the HRD department collects the assessment. The assessment is consolidated and feedback profiles are prepared and given to the participants after a workshop or directly by his boss or the HRD department in performance review discussion session. Due to innumerable variations possible 360 Degree Feedback and appraisals, and its potency as a competency identification and development tool it is important to understand the process and its dynamics.