Performance Appraisals Instruments
The University of Arizona Global Campus
Course Code: BUS 375 Employee Training
, Introduction
Organizations depend on employee appraisals to encourage performance improvement,
align goals, engage staff, identify outstanding performers, and maintain regulatory compliance.
To properly assess employee performance, organizations use a variety of performance appraisal
tools. Behaviorally Anchored Rating Scales (BARS), Critical Incidents, Graphic Rating Scales,
Management by Objectives (MBO), and 360-degree Feedback are a few of these. Every
technique has a different approach; some concentrate on certain behaviors, while others evaluate
performance concerning predetermined standards or goals. The intended amount of feedback
granularity, company goals, and culture all influence the choice of instrument. Among the
myriad performance appraisals, 360-degree feedback is a comprehensive method that provides
an all-encompassing assessment of an individual's performance. “Feedback that confirms the
recipient's self-view is preferred and is seen as more informative” (Brett & Atwater, 2001). This
essay explores the value of 360-degree feedback as a tool for performance evaluation, outlining
its benefits, drawbacks, and compatibility with the ADDIE model's guiding principles (analyze,
design, develop, implement, and evaluate). We uncover the potential of 360-degree feedback to
promote employee growth, drive continuous improvement, and boost organizational
effectiveness in today's dynamic workplace by carefully analyzing its subtle effects on each
phase of the ADDIE model.
The rationale for choosing this performance appraisal instrument.
The selection of the 360-degree feedback performance appraisal instrument is based on
its capacity to furnish an all-encompassing assessment through the collection of feedback from
various sources. Also, I am very familiar with this process as most of the companies I have
worked for use this instrument. In contrast to conventional approaches that exclusively depend
The University of Arizona Global Campus
Course Code: BUS 375 Employee Training
, Introduction
Organizations depend on employee appraisals to encourage performance improvement,
align goals, engage staff, identify outstanding performers, and maintain regulatory compliance.
To properly assess employee performance, organizations use a variety of performance appraisal
tools. Behaviorally Anchored Rating Scales (BARS), Critical Incidents, Graphic Rating Scales,
Management by Objectives (MBO), and 360-degree Feedback are a few of these. Every
technique has a different approach; some concentrate on certain behaviors, while others evaluate
performance concerning predetermined standards or goals. The intended amount of feedback
granularity, company goals, and culture all influence the choice of instrument. Among the
myriad performance appraisals, 360-degree feedback is a comprehensive method that provides
an all-encompassing assessment of an individual's performance. “Feedback that confirms the
recipient's self-view is preferred and is seen as more informative” (Brett & Atwater, 2001). This
essay explores the value of 360-degree feedback as a tool for performance evaluation, outlining
its benefits, drawbacks, and compatibility with the ADDIE model's guiding principles (analyze,
design, develop, implement, and evaluate). We uncover the potential of 360-degree feedback to
promote employee growth, drive continuous improvement, and boost organizational
effectiveness in today's dynamic workplace by carefully analyzing its subtle effects on each
phase of the ADDIE model.
The rationale for choosing this performance appraisal instrument.
The selection of the 360-degree feedback performance appraisal instrument is based on
its capacity to furnish an all-encompassing assessment through the collection of feedback from
various sources. Also, I am very familiar with this process as most of the companies I have
worked for use this instrument. In contrast to conventional approaches that exclusively depend
