360 Degree Appraisal Model

HRA 549 Term Paper

Performance Appraisal Method: The 360-Degree Model

Vivian Howard

HRA 549

Dr. Arnold

June 26, 2008

Performance Appraisal Method: The 360-Degree Model

Performance appraisals are conducted to identify strengths and weaknesses and are used to implement training and development programs to improve performance. What is the 360 degree feedback performance appraisal system? According to Dresller (1999) this evaluation system is characterized by identifying strengths and weaknesses of employees by 3-5 evaluators. According to Mello (2006) in reference to 360 degree feedback systems, “These systems can be beneficial because the organization and employees gain multiple perspectives and insights into the employee’s performance.”(p.448). Evaluations using the 360 degree feedback system is widely used and can be an effective tool of assessment, but as with any evaluation system there is room for improvement. While 360 degree feedback systems can be an effective means of developing leaders and improving job performance. If the feedback provided by the raters is false or biased, then the results will not be received well by employees.

In the article, Leading by Example, Credit Union Management, 31(3), pg. 18, it is noted the system can be subjective in nature and not focused on employee performance. The Army uses an evaluation system that is based on the 360 degree feedback system which is only effective when managers doing the evaluation are properly trained. In my opinion, far too often evaluations are based on personal feelings and not focused on job performance. This form of

evaluation would be more effective if all evaluators conducted their evaluation based on their knowledge and observations of the employee and not based it on personal feelings or second hand information. Also, evaluation are at times poorly written and not a good reflection of the employee’s performance. While the concept behind...