The effectiveness of a 360-degree performance appraisal in the digital era

This paper aims to study and evaluate the effectiveness of a 360-degree performance appraisal across various companies in the digital era. Primary research was conducted in order to collect data. A questionnaire was built and was sent to 100 random employees through e-mail and various social media tools. The results were collated, and statistical analysis (multivariate regression) was conducted to arrive at a conclusion. Five factors contribute to the effectiveness of a 360-degree performance appraisal - overall organisational performance, employee performance, and employee motivation, employee job satisfaction, training and development, and succession planning. A statistical analysis multivariate regression has shown that 69% variations in the effectiveness of a 360-degree performance appraisal are caused by variations in overall organisational performance, employee performance, employee job satisfaction, training and development, and succession planning. The study will help the HR and senior management in organisations appreciate the importance of a 360-degree performance appraisal and implement a robust appraisal system in their organisations. The study aims to identify the factors that contribute to a 360-degree performance appraisal across various organisations, primarily in the era of digitalisation.