Abstract:
Performance has been defined as completion of a task or activity, with application of required skills, ability and knowledge. It is very common practice to analyze the performance of managers for various reasons like reward, promotion, demotion, to take corrective measures in case the manager is off-track etc. The process of assessment as to how a manager has worked in a predefined time frame is known as appraisal. Thus, performance appraisal is the
process of assessment of the work done by the managers within specific time period. This appraisal is done with the help of certain techniques like confidential report, rating, scaling, ranking, scoring, point system, reviews, various types of analysis, management by objectives etc. 360- degree feedback is also one such technique of performance appraisal. This technique is not very common yet it has been adopted by organizations like NTPC, SBI, Reliance,
Infosys etc. it is not immaterial to appraise the performance of employees by the employers as the whole process of deciding about rewards and promotions is based on the performance appraisal system. Organizations adopt different appraisal techniques as suitable to the type of organization and type of the appraisee. 360-degree feedback technique is applied more for the performance appraisal of middle and top level managers and executives,
reason being their higher involvement in vertical and horizontal hierarchical levels of the organization. Managers need to have more human skills in comparison to technical workers and thus, it makes sense to appraise the managers using 360-degree feedback technique as the technical workers can be appraised measuring the output of technical system which is not so in the case of managers.
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