القيام بمهام إدارة منظمة ما هو إلا بمثابة عمل متواصل ومتکامل علاوة على أنه عمل ملئ بالتحديات، والمتغيرات وهذا يتطلب توفير الإدارة الجيدة والمتميزة بقيادة سليمة، لذا بدأ منذ فترة الاهتمام والترکيز على وضع منهجية نحو وضع أسس وقواعد وآليات تنظيمية وفکرية وفنية وعلمية نحو بناء قادة المستقبل في المنظمات
ويمثل تقييم الأداء 360 تعريف الفرد بمستوى أدائه من زوايا مختلفة وعمل خطة لتحسين وتطوير تلک الأداء ليتوافق مع اتجاهات المهام المنوطة به کقيادة محتملة في المستقبل
وأمکن صياغة المشکلة البحثية في التساؤلات التالية:
1. ما هو مفهوم تقييم الأداء 360° وأبعاده؟ 
2. ما المقصود بإعداد وتأهيل قيادات المستقبل ومواصفاتهم ومعاييراختيارهم؟ 
٣. ما علاقة تقييم الأداء 360° بإعداد قيادات المستقبل؟ Abstract The relationship between performance evaluation 360 and between preparation and qualification of future leaders- An applied to petroleum production companies Carry out the functions of an organization management is only as a continuous and integrated work as well as a work full of challenges, variables, and this requires the provision of good and distinctive sound, led by the administrator, so began the period of attention and focus on the development of a methodology to lay the foundations and rules of regulatory and intellectual, artistic and scientific towards building future leaders and mechanisms in organizations. The performance evaluation of 360^o individual's definition of the level of performance from different angles, and a plan of action to improve and develop it to comply with the performance of its mandated tasks as driving directions possible in the future. The possible formulation of the research problem in the following questions: 1. What is the concept of 360^o performance and assess its dimensions? 2. What is the preparation and rehabilitation of the leaders of the future and their specifications and criteria for their selection? 3. What relationship performance evaluation 360^o prepare future leaders? The research aims to examine the relationship between performance evaluation 360^o between the preparation and rehabilitation of the leaders of the future. Researcher concluded a set of recommendations: - Need to reconsider the current performance evaluation and application of the performance appraisal system in a phased manner 360^o system and at the level of some companies and departments, and then circulated. - The need to sort and selection of the most promising leaders and missionaries companies with outstanding performance, and focus on their development as pillars of change and innovation in organizations. - To allow the participation of the second row of the candidate in identifying training needs and derived from the results and outputs of the process of performance evaluation 360^o leaders. - Linking training and career path for staff and measure training programs in order to achieve returns of return added value of the training.   Abstract The relationship between performance evaluation 360 and between preparation and qualification of future leaders- An applied to petroleum production companies Carry out the functions of an organization management is only as a continuous and integrated work as well as a work full of challenges, variables, and this requires the provision of good and distinctive sound, led by the administrator, so began the period of attention and focus on the development of a methodology to lay the foundations and rules of regulatory and intellectual, artistic and scientific towards building future leaders and mechanisms in organizations. The performance evaluation of 360^o individual's definition of the level of performance from different angles, and a plan of action to improve and develop it to comply with the performance of its mandated tasks as driving directions possible in the future. The possible formulation of the research problem in the following questions: 1. What is the concept of 360^o performance and assess its dimensions? 2. What is the preparation and rehabilitation of the leaders of the future and their specifications and criteria for their selection? 3. What relationship performance evaluation 360^o prepare future leaders? The research aims to examine the relationship between performance evaluation 360^o between the preparation and rehabilitation of the leaders of the future. Researcher concluded a set of recommendations: - Need to reconsider the current performance evaluation and application of the performance appraisal system in a phased manner 360^o system and at the level of some companies and departments, and then circulated. - The need to sort and selection of the most promising leaders and missionaries companies with outstanding performance, and focus on their development as pillars of change and innovation in organizations. - To allow the participation of the second row of the candidate in identifying training needs and derived from the results and outputs of the process of performance evaluation 360^o leaders. - Linking training and career path for staff and measure training programs in order to achieve returns of return added value of the training.