The main aim of the study is to analyze the effectiveness of 360-degree performance appraisal feedback system in Ogaan Publications and Conde Nast Publications. Performance evaluation techniques are often driven by a desire to minimize disagreement across evaluations. Historically, the typical goal of maximizing agreementis based on the assumption that there exists an objective reality that will be similarly perceived and reported, despite differences in rater perspective. Thus disagreement-a failure ofinter subjective verification-is typically considered rater error. In order to accomplish this, study on 360 Degree PMS was conducted and a methodological mix was chosenso that impact could be documented quantitatively. Quantitative datawas collected from a samplesize of 70 participants.
