ABSTRACT

Organizations must adapt to the ever-changing business environment. On the HR front, there have been a lot of changes. The evolution of a multi rater feedback system, generally known as the 360 degree feedback method, has been one of the significant developments. There has been much discussion on whether this methodology should be used for evaluation only, development only, or both. This research study presents an empirically based answer to this topic, hence boosting the effectiveness of the 360 degree feedback mechanism. To uncover characteristics that have a substantial impact on the 360 degree feedback mechanism, exploratory factor analysis was employed. This document also includes recommendations for implementing the 360-degree feedback process effectively. When applied in the correct corporate context and with the expectation of success, multi rater feedback can be maximised.

Keywords:performance , Employee, Multilevel feedback, Review