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STUDY ABOUT 360-DEGREE EVALUATION THE PROS AND CONS OF MULTI-SOURCE PERFORMANCE estimate INTRODUCTION In an musical arrangement employees atomic number 18 the important asset and pushover a signifi tooshiet role in the progress of an organization. Nowadays firms ordinarily focus on the human capital in the mould of the employees by giving them training, assisting them in c atomic number 18er development and likewise work on public presentation carement in order to keep the employees motivated and dedicate by giving them feedback through achievement estimations.Through these achievement estimations the employees are conscious about their strengths that they coffin nail enhance and about their weaknesses that they buns improve in the future. Multi-source performance appraisal or 360-degree evaluation is basically a care for in which the feedback is quiet from divergent heap that interacts with employee like his supervisors, coworkers, bosses, can be stakeholders etc .It is an important calamus for Human Resource Management as the feedback is hive a air through the questionnaires in which the employees are asked to rate the point employee in his performance and demeanor. Its main purpose is to provide a healthy feedback to the employee that can highlight his strong and weak points and similarly attends in the development and the training of the employee. The feedback that is collected from distinguishable pot is discussed between the manager and the ill-tempered employee.In this performance appraisal rule the identity of a psyche who is filling the survey form is non shared with that branchicular employee. It too gives an impression to the employee that what other people think of him as in conventional appraisal system simply the supervisor of particular employee gives the feedback about his performance provided now due to involvement of people from different departments and different levels throw off the assessment little subjective and may be more close and honest.If one person secernates something about the employee then their can be chances of biasness but if many people says the same thing and without the influence of someone then we can say that their might be something wrong or something genuine about that particular person. As nonhing is perfect in this world, which means that there are some pros and cons of 360 degree evaluation order. This paper highlights the advantages and disadvantages of multi-source performance appraisal and also mentions some recommendation that can be exercisingd while implementing this performance appraisal system.The main importance is given on the pros and cons of this method that can help the organization to decide whether to continue with the traditional appraisal method or to go with 360-degree evaluation method. ANALYSIS The multi-source performance appraisal method plays a vital role for employees. It makes the employees to think about their attitude a nd look and about others perception about them. It also identifies the areas in which a particular employee performed well and also where he could not come up to the expectations.There are a mint candy of advantages and disadvantages of multi-source performance appraisal which are as follows ?Advantages of Multi-Source carrying into action Appraisal Method The main advantage of this method is that it provides feedback from different levels of organization and it is not restricted to supervisor or the manager as in the traditional performance appraisal method, as shown in the Appendix-I. In this method the employee is the centre of attention of all the people and the main goal of this method is to make the performance of that employee better than before as shown in Appendix-II.Due to the use of rating from different people, 360 degree evaluation method enhances the quality of the performance procedures and gives a detailed view. This method is useful to the supervisor as it can pr ovide more authentic assessment of the performance of the employee and can help to eradicate the chances of biasness due to which it twists easier for the supervisor to come to a certain determination related to that particular worker. Another advantage of this method is that through this feedback the concealment managers can make decisions related to the promotion or sometimes quenching of an employee.It also helps to highlight those areas in which the employee can be trained and it is also advantageous in the employee development. This appraisal method can be beneficial for those people who are in inferiority interlacing and underestimate themselves, to substitute their mindset and proceed motivated after getting a incontrovertible feedback from their co-workers, bosses etc. One of the study benefits of this method is that it reduces the chance of discrimination as the feedback is collected from a truly diverse group of individuals.It is an important tool to bring a fl ip in the performance of an employee that result in organizational effectiveness. It is also beneficial in making the performance of the employee agree with business values. Customer service may be improved by the front line employees by getting feedback from the customers through this method as this provide the opportunity to the employees to think on those areas where they are not execute well. Due to above advantages of multi-source performance appraisal method many wide companies like Johnson and Johnson Limited, IBM , Xerox etc. se this method and are very successful in nowadayss competitive world as this method is more accurate and gives more reliable information than the traditional performance appraisal methods. ?Disadvantages of Multi-Source Performance Appraisal Method This method had a lot of advantages but there are some disadvantages that may compel doubt of whether to opt for this method or not. This method is quite complex and time taking and also very costly as it involves a lot of hassle to make the survey form make full from different people and conclude the ratings.This method can be dangerous and can produce very destructive results if it is not conducted properly and also if it is not done correctly then it can plow a long waste of time. This process can become difficult to handle and manage if there are too many people involved. One of the major disadvantages is that sometimes there are questionnaires in which the comments are not understandably understandable and needs some further explanation from those people who filled that form but due to anonymous feedback it is extremely difficult to be out those people as a result of whom the results may not be so accurate or authentic.Human beings are major part of this method as every individual have personal preferences so there are chances that some people may rank a person in such(prenominal) a way so that an employee looks good or sometimes bad and may also some people got together and form a group and gave evaluation in regard or against of someone. This will probably occur in those conditions when there is no proper checking or supervision that how the questionnaires are being filled. RECOMMENDATIONSDue to disadvantages of this method it can be difficult for an organization to select this performance appraisal method. So there are some recommendations that can help to tick off the pitfalls of this method. 360-degree evaluation method should be conducted attentively so that accurate results could be obtained. The managers who are supervising this whole procedure should identify those areas on which they lack to collect information for a particular employee like questions related to leadership skills may be asked, or may be related to employee behavior with his subordinates etc.It should also be considered that the questionnaire should not be so long that it consumes a lot of time and the employees utilize most of their work time in filling the survey for m. Employees should be trained in such a way that the people who are giving the feedback remain positive and practical rather than considering personal grudges and also those who received the feedback should take it in a constructive way even if it indicates some of the weaknesses of an employee.An employee can be given an option to choose the people from whom feedback he wants but the prudence has to make sure that they are not his friends or not so turn up to him. The manager or the supervisor who will communicate the feedback to the particular employee should remove him like a psychologist and should have some training that how to share the feedback with the employee so that he does not react very badly and not become demotivated from the feedback.There are some people who do not want to change themselves so if the appraisal is related to those employees then the supervisor should be careful in communicating the feedback and also try to share the feedback in such a way that h e tries to change himself. The identities of the appraisers remain confidential but there should be some source of identification through which the management can identify the person if there is some problem in understanding the comments in their filled form. The employee whose performance is being measured should be treated with great respect and esteem.As the world is changing with the evolution of information technology and organizations are improving their technology in order to remain competitive, this performance appraisal method should be moved from the paper to the computerized system. parcel should be installed in order to get online feedback of the multi-source performance appraisal, in this way employees can fill the form online and it will reduce the hassle and also lessen the time of conducting whole procedure. The feedback system should be aligned with the shade of an organization and also the rating instruments should be reliable so that accurate results could be ob tained.CONCLUSION The 360-degree feedback is used by many organizations as this process has become very famous in todays world. This method involves the feedback from different people which can make the feedback more reliable and authentic. Due to a lot of popularity of this method many organizations are now trying to aline this method so that they could become more competitive in todays global world. This tool should be used with a lot of care and responsibility so that the results that will be obtained should be authentic.