360 degree feedback represent a confidential assessment any employee could receive based on the information his superiors or coworkers offer on a questionnaire basis.
360 degree performance appraisal represents the method developed to improve performance at our work place. Generally, this type of performance appraisal is considered a human resources’ device to assess a company’s human potential. Either simple or complex, methods are used to evaluate employee’s behavior, competencies and skills.
Another popular method is self-assessment and needs to be mentioned when talking about 360 degree performance appraisals. The answers are interpreted based on a scale and the result stands for the perception collaborators have on a certain employee.
There are different opinions which support such assessment methods or, on the contrary, underline the deficiencies they have. You may check the list below and decide on which side you are:
1. Strength and weakness analysis
As for this topic, 360 degree performance appraisal method is extremely valuable because it identifies the weak and strong points every employee has at his work place. Thus, it becomes more easier to explore the positive aspects and improve the negatives ones. Training perspectives are also set on 360 degree performance appraisal.
2. Wide area of assessment strategies
There is definitely a large spectrum of traditional to modern 360 DEGREE PERFORMANCE APPRAISAL methods. Human resources, the department in charge with the assessment issue, may choose the most efficient procedure for its company.
The traditional 360 degree appraisal is rather based on superiors’ standards of perception. The major disadvantage of this this traditional method is subjectivity.
One of modern methods makes use of software applications especially developed to help human resources department when they have to assess an impressive number of employees.
Companies may choose any of the assessment centers on the human resources market, as long as their human resources department is not trained or sufficiently developed for such assessments.
3. Benefits for big companies versus disadvantages for small ones
The 360 degree performance appraisal is rather efficient for big companies which may establish their management politics based on the reports such assessment methods generate. On the other hand, small companies might find such assessment strategies too expensive or time consuming. The high degree of relevancy is exclusively for companies with an impressive number of employees.
4. Subjectivity versus objectivity
This opposition causes lots of debates on 360 degree performance appraisal method. It is thought to have a high degree of subjectivity when superiors have to assess their subordinates but the highest degree seems to be on the same level in the hierarchy. It is quite hard to state the positive than the negative side of your coworkers as long as there is a strong sense of competition. If confidentiality wouldn’t be one of the major conditions, many conflicts and disagreements could appear.
The 360 degree performance appraisal might have an important role in in the management process. It does not focus on certain specific skills employees have on the job, but rather reflects the performance level of a certain company. It is a development tool for both collective and individual levels.
