Assistant Professor,
Performance appraisal or the evaluation means that a worker's performance at his work place is evaluated by the superior in that particular department. Performance appraisal is one of the good technique which is used for identify those who are all working really and those who are all acting. Each and Every businessman has two objectives that are Profit maximization and Wealth maximization. We must maintain the Total Quality Management in our organization. According to self defined “Quality Product there is no need for any advertisement we can sell our product in the market very easily”. So, always we are being a quality person. One HR Manager indirectly generates the profits of the particular concern by way of recruiting the right person for the right job at the right place. After that selection of an employee what they are doing and what they will do in our organization. We just monitor them and we are ready to give the correct solution at the correct time. So that is the reason for we have to asses the employee communication and their actual work done by the every employee. Performance appraisal finally gives some rating points of their efforts and sincerity taken by the employees. Performance appraisal is classified into modern method and traditional method. In this article performance appraisal by 360 degree which is classified under modern method is studied and also includes various self assessment methods adopted by various groups Through this study it is understood that 360 degree method appraisal method is clear and the benefits is listed. Open ended questionnaire method is used for the data collection. Finally we found that Competencies required for this position is found. Also the 360 degree performance appraisal method feedback is given in a positive and a friendly manner. Promotions and salary increment is not based on this performance appraisal method. So I conclude that the 360 degree performance appraisal method acts as a motivating factor and helps in self development.
Appraisal, assessment, evaluation, merit rating, performance, personnel Management