  In Multi-Source Feedback or 360 Degree Feedback, data on the performance of
an individual are collected systematically from a number of stakeholders and
are used for improving performance. The 360-Degree Feedback approach provides a
consistent management philosophy meeting the criterion outlined previously. The
360-degree feedback appraisal process describes a human resource methodology
that is frequently used for both employee appraisal and employee development.
Used in employee performance appraisals, the 360-degree feedback methodology is
differentiated from traditional, top-down appraisal methods in which the
supervisor responsible for the appraisal provides the majority of the data.
Instead it seeks to use information gained from other sources to provide a
fuller picture of employees' performances. Similarly, when this technique used
in employee development it augments employees' perceptions of training needs
with those of the people with whom they interact. The 360-degree feedback based
appraisal is a comprehensive method where in the feedback about the employee
comes from all the sources that come into contact with the employee on his/her
job. The respondents for an employee can be her/his peers, managers,
subordinates team members, customers, suppliers and vendors. Hence anyone who
comes into contact with the employee, the 360 degree appraisal has four
components that include self-appraisal, superior's appraisal, subordinate's
appraisal student's appraisal and peer's appraisal .The proposed system is an
attempt to implement the 360 degree feedback based appraisal system in
academics especially engineering colleges.
