PROS & CONS OF 360- EVALUATION DURING PERFORMANCE APPRAISAL

Abstract

Purpose- The purpose of this study was to identify the importance of 360degree performance appraisal technique by human resource professionals in the organizations. The idea behind this study was to give the awareness to HR professionals about the pros and cons of 360 degree performance method, initial implementation and long term plan. Methodology/sample- This study contains the questionnaire response by 100 respondents and email interview of top and middle line management. The questionnaire respondents belonged to the different age group, academic background, profession, and industry. This research was descriptive in nature and the respondents selected for data gathering were chosen through convenience sampling method. To analyze the data gathered from questionnaire, column graphs were generated which concludes the opinions of respondents against each question asked. Findings- The analysis and the result obtained from the interview and the questionnaire clearly states that employees in Karachi are interested in implementation and continuation of 360 degree performance appraisal method in their organization. Employees are in favor of performance appraisal system since it’s a best source of their motivation and it also increases their skill development. It was also concluded that the major drawback of 360 degree performance appraisal method is data validation because employees are not professional trained to provide accurate information. Practical Implications- The outcome of the research helps the HR professionals in understanding the importance, advantages and disadvantages of 360 degree performance appraisal method and how it should be implemented in to the organization for individuals and for organizational growth.