A Study on Impact of 360 Degree Performance Appraisal and It's Effect on Job Performance; A Conceptual Framework

Abstract

 The 360-degree appraisal system is a comprehensive feedback mechanism that involves employees receiving performance evaluations from a variety of sources, such as supervisors, subordinates, peers, and occasionally, customers. This system's successful implementation and effectiveness are contingent upon the comprehension of employees' perceptions of it. The study investigates the impact of this appraisal method on organisational outcomes, employee motivation, and job performance. The results indicate that 360-degree feedback can result in enhanced job performance, increased employee engagement, Personal Development, Improved Communication, Increased Accountability, Decision making, Self-Awareness and Holistic Feedback and greater alignment with organisational objectives when implemented effectively. Nevertheless, the necessity of effective follow-up, potential biases, and the quality of feedback are also emphasized. The research concludes that in order for 360-degree performance appraisals to be genuinely effective, organisations must establish a supportive environment for feedback implementation, provide participants with appropriate training, and implement a well-structured process.