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360 Degrees Performance Appraisal!!!
Contemporary 360-degree methods have roots as early as the 1940s, however, there is some disagreement regarding the exact genesis of the technique.
Despite these disagreements, one point that most scholars can agree on is 360-degree performance appraisal has historical roots within a military context.
During the 1950s and 1960s this trend continued in the United States within the Military service academies.
At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called "peer grease" to evaluate the leadership skills of their classmates.
In the corporate world during the 1960s and 1970s, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations.
For details on Concept, Process, Appraisers, Important factors, Advantages and Problems on 360 degrees Performance Appraisal, kindly check out the link below:
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720 degree performance appraisal
Today, these are two points of view about 720 degree performance appraisal as follows:
Internal and external of appraisal:
In traditional 360 degree appraisal, raters include:
• Colleagues and internal customers
• Peers - immediate & functional colleagues
• Direct reporters
Then, 540 degree appraisal add more external customers and suppliers
Of courses, 720 degree would also take the feedback from stakeholders & family. So that in 720 degree appraisal, feedback is taken from external sources such as stakeholders, family, suppliers, communities….
Continuos improvement of appraisal
We have 360 feedback/appraisal and it is1st feedback=360, then 2nd feedback=720, 3rd feedback=1080 and so on.
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