Özet:

Performance appraisal system is one of the most important determinants for the achievement of goals for human resources management. For that reason, the way and the methods used by organizations to evaluate the performance of their employees are critical for them in reaching their goals. Thus, it is necessary to accurately evaluate the performance of the employees in the organization and then to improve particularly the weaknesses of the employees in line with the goals of the organization. Traditional performance evaluation systems, where a single supervisor evaluates the performance of all employees, may not always necessarily lead to an objective and effective evaluation. Therefore, taking a backseat after the 1980s, traditional performance evaluations systems have been replaced by the 360-degree performance appraisal system, which is used for the purposes of uncovering the potential of the employees in an organization, informing the employees of their weaknesses through feedbacks and compensating for their weaknesses for the achievement of goals. The 360-degree performance appraisal system highly focuses on the data, which are obtained from multiple sources and provide feedbacks to employees. The data collected from multiple sources enhance the objectivity and effectiveness of the resulting evaluation. Also, the feedbacks allow employees to see their weaknesses from the perspective of others and increase their job motivation. The present study theoretically analyzes the 360-degree performance appraisal system, which is a prominent system in human resources management, presents an empirical survey with the heads of departments in Çanakkale Onsekiz Mart University and seeks to outline their weaknesses and strengths.   

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