Which appraisal method collects input from peers and subordinates?

The correct answer is the 360-degree appraisal method. This method is designed to gather feedback from a variety of sources including peers, subordinates, supervisors, and sometimes even clients. The idea behind the 360-degree feedback process is to provide a more comprehensive view of an individual’s performance and competencies from multiple perspectives, rather than relying solely on the evaluation of the immediate supervisor.

This approach helps to identify strengths and areas for improvement by taking into consideration how the individual is perceived in different contexts and interactions. Such a holistic view can be particularly valuable for personal and professional development, as it allows for a balanced assessment that might highlight skills and capabilities that may not be evident from traditional appraisal methods.

The other options do not encompass the same breadth of input. Upward appraisal, for instance, focuses specifically on gathering feedback from subordinates about their supervisors, rather than a broader range of colleagues. Personal development appraisal is more focused on an individual’s developmental needs without necessarily involving others. Contributions appraisal typically evaluates the outputs and results of an employee’s work rather than soliciting feedback from a variety of sources. Thus, the distinct characteristic of the 360-degree appraisal method is its emphasis on multi-source feedback, making it the most comprehensive and insightful option among the choices.