The 360 degree performance appraisal system is a method to assure the appraisal is done in a full-fledged way bearing in mind all the elements surrounded to the employee. The 360 degree performance appraisal policy is quite complex and challenging to implement. One may ask why an organization should invest in 360 degree performance appraisal system. The answer is for long term development of employee and to create a strong leadership front. The 360 degree performance appraisal method delivers a holistic approach towards the performance of employee. It includes very important elements such as collaboration, teamwork and leadership. Development plan based on the 360 degree performance appraisal system successfully improves the general performance of employees and productivity of organization. There are different steps which we follow in order to implement the 360 degree assessment. Clarity and effectiveness of the system are very important for any organization.
Usually a 360 degree appraisal system implies the feedback that is collected from peers, customer managers and the team members of the employee. The feedback is composed using an on job survey based on the performance of employees with four stages of a 360 degree appraisal. The first stages of self-appraisal are followed by superior’s appraisal as well as subordinate appraisal and lastly the peer appraisal.
Dr Shumar is a motivated and talented Associate Professor at several universities in Dubai, driven to inspire students to pursue academic and personal excellence. She is consistently striving to create a challenging and engaging learning environment in which students become life-long scholars and learners. Dr Shumar possesses an exceptional track record of successful research with multiple published articles. As a young and aspiring student of the University of Pedagogy, she got involved with international projects realized by UNDP, UNICEF, UN and participated at various conferences all around the world. However, her passion didn’t end there. She continued her education with her post graduate studies on social politics and social work, thus publishing columns on special social cases. At the same time, she started working as a teaching assistant at University, acquiring her master studies degree in economy at the same time. Her desire to expand her knowledge and practice, as well as to gain new all around the world, lead her to work on different continents at a young age, acquiring valuable professional and life experience. She has dedicated her life to learning and knowledge, as well as helping to develop young minds through teaching. PHD in International business only empowered her to continue mastering new practices, therefore, she moved to the Middle East. She visited and worked in many countries as an associate professor, thus gaining new work experience related to development and implementation of the UK, US curriculum and European Credit Transfer System (ECTS). Her professional career is closely related to the educational field, precisely special need education, which is why her second PHD is in applied psychology and special education. Additionally, she has acquired many certificates which enabled her to become a certified trainer in one among many fields, such as: corporate communication, global competition, truth in negotiations, preventing discrimination in the workplace, ethical leadership, intellectual property, etc. At the moment she is working as an associate professor at several universities, sharing her experience and knowledge with young generations of different backgrounds and nationalities.