.360 Degree Performance Appraisal System Improvements

360-Degree Feedback integrated applies the knowledge of psychology, sociology, organization behavior and management etc. to management practice. Theoretically, it is a very good kind of performance appraisal tool, but because of some its own defects, it has had a lot difficulties in implementing. The thesis puts forward a new method of performance ratting, which is on the basis of 360-Degree Feedback and combines with advantages of other tools to realize the basic purpose of performance management better—Performance appraisal ,the staff's training and development. 1,Framework and main contents The thesis includes three major parts: (1)The first part (Chapter one & Chapter two) discusses basic conception and relevant theories of performance management; (2)The second part (Chapter three) discusses the management practice of 360-Degree Feedback, and analyses its advantages and disadvantages; (3)The third part (Chapter four & Chapter five) puts award Five star model, solving the problem existing in 360-Degree Feedback and general problem of performance management, at last , providing with a case. Chapter one mainly discusses concept and basic structure of performance. Traditional research often proceeds with three aspects: behavior, result and ability. In the march of thinking, performance management goes through two stages from managing organization to managing employee's performance. In fact, an overall model should involve the organization, individual and each level between the two. Performance appraisal is the key link of performance management system, and the relevant researchers are devoted to reducing the performance error and improving the precision of assessing. Then, the weight turns to estimator, especially the cognitive course and assessing precision.The thesis suggests that attempting to assess the staff performance accurately is futile, whether a method is effective, depending on whether it could judge and predict the performance level of organization from the staff's performance level and could distinguish the different performances level between different staff. Chapter two mainly discusses general problem of performance appraisal, analysis what standard and requirements an effective system should have. The purpose of performance ratting includes strategy, management and development. Different purposes have noticeable impact on ratting results. Weighing the performance system has four points: (1) The consistency of the system and business strategy. (2) Reliability and validity. (3) Impartiality. (4) Specificity. Finally, this chapter goes on comparing with various kinds of performance ratting tool to combine with their advantages to develop a new scaling which adapts to 360-Degree feedback. Chapter three mainly discusses research of 360-Degree feedback. Its theoretical foundation is the proper fraction theory in psychometrics, also involving the following questions: (1) Question of responsibility. (2)Question caused by impression management: assessing noise and evaluation process handling. (3) Cultural problem alternately. For 360-Degree feedback, the portability under different culture needs be concern. Chapter four is key and main contents, including six parts. (1)Background of Five star model, include principle, definition, etc. (2)Performance appraisal by five star model. 1) Three dimensions of performance: Result, behavior and ability. 2) Function of adjust oneself appraise. No matter ratting lower or higher intentionally by oneself, it will be punished. Only a truly self- appraisal may get the most ideal mark through condition function. But the treatment will not influence thereliability. 3) Calculating total mark. This model adopts method of computing area. There are the following advantages: In five star model, each weight ratting is equal and independence, which has really reflected original meaning of 360-Dgree: objective, just, respected. 4) Application of five star chart geometry meanings. (3) Analysis performance by five star models. 1) The five major factors influencing perform...