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Table of Contents:

Chapter One: Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Research Questions
1.4 Objectives of the Study
1.5 Significance of the Study
1.6 Limitations of the Study
1.7 Scope of the Study

Chapter Two: Literature Review
2.1 Concept of 360 Degree Performance Appraisal
2.2 Theoretical Framework
2.3 Previous Studies on 360 Degree Performance Appraisal
2.4 Benefits and Challenges of 360 Degree Performance Appraisal

Chapter Three: Research Methodology
3.1 Research Design
3.2 Data Collection Methods
3.3 Sampling Technique
3.4 Data Analysis Techniques

Chapter Four: Discussion of Findings
4.1 Overview of Participants
4.2 Analysis of 360 Degree Performance Appraisal Results
4.3 Comparison of Self-assessment and Others’ Assessment
4.4 Implications of Findings

Chapter Five: Conclusion and Summary
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations for Future Research

Overview on Influence of 360 Degree Performance Appraisal:

The concept of 360 degree performance appraisal is a widely used evaluation method in organizations to provide a comprehensive and holistic assessment of an individual’s performance from multiple perspectives. This method involves collecting feedback from various sources, including supervisors, peers, subordinates, and customers, to provide a well-rounded view of an employee’s strengths and areas for improvement.

The objective of this research is to analyze the influence of 360 degree performance appraisal on employee performance, job satisfaction, and organizational effectiveness. The study aims to explore the benefits and challenges of implementing this appraisal method and its impact on employee motivation, engagement, and development.

Through a thorough review of literature, the study will examine the theoretical framework of 360 degree performance appraisal, previous studies on its effectiveness, and the key factors that contribute to successful implementation. The research methodology will involve a mixed-method approach, including surveys, interviews, and case studies, to collect and analyze data from a sample of participants.

The discussion of findings will present an analysis of the results obtained from the 360 degree performance appraisal, including a comparison of self-assessment and others’ assessment, as well as the implications of the findings for organizations. The conclusion and summary will provide a summary of the key findings, conclusion, and recommendations for future research in this area.

Overall, this research aims to contribute to the existing literature on 360 degree performance appraisal and provide practical insights for organizations looking to enhance their performance management systems. By understanding the influence of this appraisal method, organizations can better align their HR practices with strategic goals and improve employee performance and satisfaction.

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