Abstract:
Given the complex nature and competitive environment under which organizations operate,the way forward for organizations is to have an efficient workforce. Organizations are faced with problems staff, rivalry among others resulting of demotivated performance with feedback as the major constraint.
The purpose of this study was to establish the factors affecting the use of 360 degrees performance organizational performance.in poor appraisal tool and its The study was guided by the systems theory and it utilized survey research design. The study targeted employees in 8 departments of 282 employees with a population of 1062 employees. The sample population sampling technique was used in arriving at strata on the basis of departments purposive sampling technique was utilized in determination was surveyed.Stratified while of the minimum qualification of form four for the respondents after which simple random sampling was used to identify respective respondents. Two hundred and nineteen questionnaires were returned and found to be usable. Data was analyzed using the Statistical Package for Social Science (SPSS18.0). First, study findings indicated that 360 degrees as an appraisal tool is adopted by the council and it has improved degrees affects organization there is a significant appraisal (X2its performance.performance (X 2relationshipSecondly,the results indicated that 360c= 14.487 and a p-value of 0.001) and lastly,between 360 degrees and other forms of performance c=7.917 and a p-value of 0.0 19). The study recommends that employees be educated on the importance of 360 degrees appraisal tool. They should also be encouraged to participate fully during development The study further recommends and implementation of 360 degrees appraisal tool.that there is need to study the impact of 360 degrees on
employees' morale and work productivity cost implication on the organization.
and lastly effects of using 360 degrees and its cost on implication on the organization
