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.
