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Hello Monica,
Implementing a 360 degree appraisal system in an IT industry is not an easy task. My organization is an IT company with around 40 employees. We too are interested in 360 degree appraisal system. However after due deliberations, we have found that it is ideal to get started with a 180 degree system.
We have been doing appraisal for just under a year now and have been upgrading and updating our system each month. Having KRAs helps, but you must also have Key Performance Indicators (KPI) defined for each position if you wish to have effective performance appraisals.
The best way is to start low, slow but steady and then improve upon your system as you learn more about it.
Gaurang Shah

Hi all,
I also want to know the implementation of 360 degree feedback,since I am also working in a software Company I wold like to implement it.
Plaese can you mail me at

hey rima, not abl 2 open ur mail it to me..watz up wid work... neha
Dear Anita,
KRA - Key result area of a job. For implementation of this system, first make Job description alongwith KRA of each Job with the help of Dept. head. And assign mark to each KRA.Periodically evaluate and link it to ur increment system.

360 degree feedback is a very different concept and it cannot be documented as an appraisal or feedback form.
In the 360 degree feedback model, feedback is invited about an individual from his peers, superiors and subordinates. This is then consolidated in paragraph form and shared with the individual. If only 1 response is received it is not shared.
It is best to have an external agency run it rather than HR. This is done to get rid of any favoritism, bias or assumptions.

Dear All,
This time I m very confused between 90,180,540,360,720 Degree Appraisals Systems.
I studied various articles but still not clear.
Please suggest me on this as this is very urgent
Warm Regards,

Hi Amrita,
To simply explain this concept, let me compare this with a needle inside a watch dial. The needle will provide you with 90 degrees upto 360 degrees...right! Imagine for a moment that each calibration or division in your watch is an employee.
In a 360 degree appraisal, all employees (your boss, your other seniors, your colleagues/peers, and, your subordinates will appraise you)
In a 180 degree appraisal, your boss, other superiors and your colleagues/peers will only appraise you; not your subordinates.
In a 90 degree appraisal, you will be appraised by your boss and only a set of other superiors and colleagues/peers. Only a set could be the set of appraisers in your division or department or project or business (SBU), etc. and no one else.
There is no appraisal beyond the 360 degree one (i.e. nothing called 720 degrees, etc.)
Hope this helps you will the concept. If still not, then write back and I will try to clarify further.
Rahul Kumar

dear friend
the appraisal system regarding varying degrees indicates the role of stake holders who are contributing or shaping the system. It may be boss, colleagues, subordinates, customers, vendors, or service providers or the community in stake etc.
Each party represents one degree say starting with 90 degrees you can count according to the no of stake holders it extends upto 720 or even more depending upon the role played as indicated above.

Dear Friend,
Although I am unable to give the exact information you require, Kindly click on the following link, it will give you some required information,
Pls let me know was this information useful,,
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M. Peer Mohamed Sardhar
93831 93832

dear friend
thank you for the reply. My request is for performance appraisal system adopted in BPO centres specifically in indian industries like sify,infosys, wipro and other ites companies and focusing on how it impacts on the attrition rate increase or decrease etc
I shala wait for reply from members of this forum.
with regards

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