Struggling with Structuring My 360-Degree Performance Appraisal Project – Need Your Guidance!

Hey everyone, I'm pursuing an MBA, and right now, I am doing my summer internship. I've been working on the 360-degree performance appraisal of my company, which is also my project topic. I have all the data, but I am finding difficulty in structuring the project. I need guidance on what points to include and what topics to cover in my project. Can you please assist me with this analysis? Thank you for your help.

Introduction to Performance Appraisal Project

Introduce your project and define its purpose. Explain what performance appraisal is in general, its purpose, how it has evolved since its creation, and the theories surrounding it. Discuss what a 360-degree performance appraisal is and explain how it works. Compare this method with two other performance appraisal methods, outlining their strengths and weaknesses. Provide samples of an empty 360 form and a completed one to demonstrate its functionality.

Consider researching real companies and their experiences with using the 360 method. Explore their feedback and search for samples of 360 forms, along with discussions and quotes about this performance measurement approach.

I hope the information I have provided is useful to you. All the best.

Regards

Thank you for the help. However, I am actually working on the 360-degree performance appraisal in a company. I did all the data feeding and compiling work. How should I include these aspects? I will surely incorporate everything else you mentioned into my project. Thanks a lot once again. 

Designing Key Points for the Appraisal System

Ideally, when you are designing key points for the appraisal system, try to focus on one aspect of performance-based competency appraisal. This approach would help cover broader prospects of employees' individual performance as well as competencies. Competencies should align with the goals and objectives of the organization and ideally should focus on behavioral and technical competencies. These competencies could be formed using the BARS method, which is Behavioral Anchored Rating Scales.