4-1 Discussion When to Use a 360-Degree Appraisal PDF

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A 360-degree performance appraisal has many advantages and disadvantages. Advantages are that it increases self-awareness, balanced view/less bias and you are given multiple perspectives which can be very beneficial to the employee. The disadvantages however are that it can be a time-consuming process, gives bias opinions and it can garner dishonest feedback. If I were an HR manager for a company that has a large call center and needed my help to initiate a 360-degree appraisal for call center representatives, I think I would discourage it. I do not think this is the best concept to improve performance. I feel that there are better ways to evaluate and assess employees before going to this method. If I did have to be a part of it, many things would have to be in place. For starters, the company would have to find a way to make sure it was 100% anonymous, guidelines to what is being evaluated, competencies, skill sets, etc. Plan to make sure it is in no way biased; I feel like that is one major down fall about this method. Also, that managers look thru all the data and not just a few pages, to make sure they really are getting a complete view of the employees. I think it would be hard to achieve all these different things for it to be successful though. What works for one company, may not always work for another. There are better methods that have been proven effective that should probably be tried before this is implemented. Snell, S.A., Morris, S.S., & Bohlander, G.W. (2016). Managing Human Resources. (17th Edition). Boston, MA. Cengage Learning...