Page 24 - Pengurusan Prestasi Nilai Teras POISE UM

2.0 Development of 360°

Performance Assessment System

360 performance assessment is a form
o
of performance feedback, which is formal,
organised and systematic for individuals or
groups. It involves collection of performance
data of individuals from various staff as well
as stakeholder categories. It is different from
the traditional approach, which only depends
on the feedback from supervisors (Gallagher

2008).

Assessment based on various sources helps to provide input and
views on staff assessment. Feedback from several assessors
based on 360 assessment is more comprehensive compared to
o
the assessment conducted individually (Fourie 2008). The 360 o
24 approach will reduce discrimination based on race, age, gender
and other factors (Drew 2009). Most employers are of the opinion
that 360 assessment feedback is more accurate and able to
o
reflect better performances and provide validity compared to
feedback from supervisors alone (Drakes 2008).

At the same time, reliability, fairness and acceptance of the
feedback process improve when the input is sought from various
sources. In brief, it makes for a more objective assessment on
staff performance (Riboldi and Maylette 2007; Drakes 2008).

Besides, Oshodi (2011) stresses that the 360 assessment
o
feedback system is one of the best techniques to understand
the development needs of individuals and organisations. As a
result, 360 performance assessment is able to measure and
o
appraise a staff’s duties, responsibilities, conduct as well as work
output. It will help to understand a staff’s performance and to
improve it in the future. In addition, it will help an organisation
identify performance constraints to develop competence among
individuals or groups. This is a key issue and has a significant
relationship with 360 performance assessment as the foundation
o
of productivity improvement.