Performance Appraisal - 360 degree

1. BARS & 360 DEGREE APPRAISAL
VISWAS KURUVILLA,
SIM

2. BARS - INTRODUCTION
• Behaviourally Anchored Rating Scales
• Scales are represented by statements of effective
and ineffective behaviour.
• Evaluator is required to observe the behaviour of
the employee on the job.
• He then compares these behavioural
observations with the BARS.
• BARS were introduced to present results to
improve the performance of the employees of
the company.

3. PROCEDURE
• Performance areas of the employees that
need to be assessed are determined.
• Scales are attached with the explanations of
the actual job behaviour to represent
particular levels of performance.
• All the areas of performance that need to be
examined are based on the observable type of
behaviour, significant to the job.

4. 360 DEGREE APPRAISAL
• Method of appraisal where employees receive
performance feedback from;
– Boss
– Colleauges
– Customers
– Peers
– Subordinates
– Self
• Provides a wide range of performance feedback
than traditional evaluation.

5. BENEFITS
• Helps individuals know their
strengths, weakness’.
• Better interpersonal and soft skills
• Improved communication and accountability
between employees and customers
• Facilitates greater self development.

6. DRAWBACKS
• A team member may have a personal problem
with employees, thus a dishonest decision
may be taken.
• Time involved in selecting the team to rate the
performance of the individual, preparing the
questionnaire and analysing the collected
information.
• Threatening environment