Performance-appraisal data collected from ‘all around’ an employee his or her peers, subordinates, supervisors, and sometimes, from internal and external customers. Its main objective usually is to assess training and development needs and to provide competence-related information for succession planning not promotion or pay increase. Also called multi-rater assessment, multi-source assessment, multi-source feedback.
In human resources or industrial psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is a process utilized by organizations to solicit information from a variety of workplace sources on an employee’s work-related behavior and/or performance.
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