Objectives of 360
Degree Feedback
It is possible to aim at the
following through 360-degree or MAFS:
v
Insights into the strong and weak areas of the candidate in terms of the
effective performance of roles, activities, styles, traits, qualities,
competencies (knowledge, attitudes and skills), impact on others and the like.
v
Identification of developmental needs and preparing development plans more
objectively in relation to current or future roles and performance improvements
for an individual or a group of individuals.
v
Data generation to serve as a more objective basis for rewards and other
personnel decisions.
v
Reinforcement of other change management efforts and organization effectiveness
directed interventions. These may include: TQM efforts, customer focused or
internal customer satisfaction enhancing interventions, flat structures, quality
enhancing and cost reducing interventions, decision process changes etc. 
v
Basis for performance linked pay or performance rewards.
v
Alignment of individual and group goals with organizational vision, values and
goals.
Aid in:
v
Culture building.
v
Leadership Development.
v
Potential Appraisal and Development.
v
Career Planning and Development.
v
Succession Planning and Development.
v
Team building.
v
Planning Internal customer satisfaction improvement measures.
v
Role clarity and increased accountabilities.