What is called as 360 Degree feedback in Human Resources?

360 Degree Feedback is a systematic process in which employees obtain highly confidential, an anonymous feedback from the people who work around them. This includes the employee’s manager, peers, and reports. A combination of eight to twelve people fills up an anonymous online feedback form that holds queries with a wide range of workplace competencies. These forms include queries which are measured on a rating scale and ask to provide comments. The person who receives feedback also fills out a self-rating survey which includes the same survey queries that others receive in their forms.

Leaders and Managers use360 feedback surveys to obtain a better understanding of their strengths and weaknesses. The360 feedback system automatically provides the results in a tabulated format which helps the feedback recipient to create a development plan. Individual responses are always combined with responses from other peoples in the same rating category.

360 Feedback is a development tool for people who are not in a management role. A non-manager is not measuring360 feedbacks since there does not have direct reports, but the same principles are followed. These feedbacks are helpful for non-managers to be more effective in their roles and also help them to understand what areas they should improve on if they want to move into a management role.

Companies use the360 Degree Feedback in two ways.

Development Tool:

360 Feedback is used a development tool to help employees recognize their strengths and weaknesses and become more effective. The process of feedback provides an opportunity to people to get an anonymous feedback to a coworker. Otherwise, they feel uncomfortable in giving it. Feedback recipients gain when others perceive them and have an opportunity to adjust their behaviors and develop skill which enables them to excel their jobs.

Performance Appraisal Tool:

360 Feedback is also used as a performance appraisal tool to measure each employee performance. But it is not always a good idea. It is difficult to structure a360 degree feedback process which creates an atmosphere of trust when you implement360 evaluations to measure performance. Moreover,360 degree feedback always focus on the behaviors and competencies more than on basic skills, job requirements, and performance oriented objectives. These things are most appropriately part of an employee and his or her manager as a part of annual review and performance appraisal process. It can be beneficial to incorporate360 degree feedback into a huge performance based management process, but only with a clear communication

Use the360-degree method to evaluate the performance of the individual within the organization and pays companies to use it as one of the important sources of information is to abolish the old way of defects calendar which is based on the Director only subordinates assessment .There are also other reasons for the use of360 - degree assessment method , namely:** Companies shift from organization to organization hierarchy horizontalWhich led to change the system of communication and channels , so that the communication going in two directions instead of one direction and a vertical direction and the horizontal direction . In this feasible survey of the views of subordinates and colleagues. The problem may be the eternal organizations are senior management 's lack of a clear vision for the requirements of transformation and this vision is provided by the shift to the horizontal regulation

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