360 degree performance appraisal literature review

All rights reserved. Literature Review: In general, degree performance appraisal system is considered effective as it incorporates different perspectives on performance of an employee. Meyer, ; and Folger and Cropanzano, , disagree that evaluations of traditional appraisals are often positively inflated as usually the appraisers are not trained to give negative feedback, and if this is the manner in which the appraisals are conducted then the effectiveness of the performance management process will significantly be undermined Guangrong, ; McCarthy and Garavan, Various authors criticize that traditional appraisal techniques are not that effective in case of female employees and there are many incidences of gender bias in appraisals. It is therefore subject to charity legislation but is not required to register with the Charity Commission and is not regulated by it. One among the later developments in the field is the degree feedback appraisal mechanism. The article, written by Liz Ryan, based on her personal experience states that the secretive and confidential nature of degree appraisal creates more mistrust among employees at workplace. Cardy, Leonard and Newman, believe that the increased popularity of the degree feedback is unquestionable and that organisations have spent innumerable amount of funds in implementing the feedback system. Lobdell recommended that the evaluation be implemented carefully and that they should be used only for employee self evaluation and development. To the second statement There should be a minimum of three evaluators. One such example is that of Starbucks. The regional head is geographically away from the actual workplace of the employee and does not have first hand information regarding employee performance. Ruchika Khanna. Because of these characteristics, degree performance appraisal is becoming popular among companies today.

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Sreejith Madhav. The computing and library services, technical services and other administration departments of the University use a competencies framework for the staff appraisals. This feedback can then be used as part of the appraisal for each member of the team. So, they have been the main source of information of employee performance and feedback even under traditional appraisal system. The below figure Figure.
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The only sources of information regarding employee performance are employees themselves, supervisors and regional head.
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They are time-consuming and are generally disliked by those who give and receive them. Kurt Zeus Lequit Dizon. Enhancing Degree Feedback for Senior Executives. Another issue with appraisal by subordinates is that supervisors may not accept it as they feel it as a threat to their ego.
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All personnel trained in how to provide feedback. Rivera, R. You can view samples of our professional work here. The employees also feel that ratings depend upon closeness with managers and supervisors rather than actual performance.
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The researcher has given a thorough critical analysis of the degree feedback appraisal system through the review of the academic literature and has focussed on identifying whether or not there are any benefits of using degree feedback over the traditional appraisal systems. This research has explored the relevance of degree feedback appraisal system in contrast to the traditional appraisal process currently functional in the University. Also, problems might arise in determining the realistic performance of the employee in cases when the ratings in similar performance areas by different raters vary significantly. However, Cardy et.
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