wats the term 360 degree in HR?SO IF ANYBODY KNOWS ABOUT IT PLEASE LET ME EXPLAIN IT SO THAT I UNDERSTAND IT CLEARLY.
From India, New Delhi
From India, New Delhi
i am sowdeswari doing MBA,
upto my knowledge 360 degree is one of the appraisal system which consists of
first step :
own appreciation about himself that is he has to explain what he did so far in that organisation.
second :
appreciation from peer groups, subordinates, superiors and co - workers etc.
the appraisal team also look for that persons hard work, sincerity, team work, level of emotions, degree of temper's, and also the new innovations done by him.
considering all these feedbacks the appraisal will be made.
From India, Namakkal
upto my knowledge 360 degree is one of the appraisal system which consists of
first step :
own appreciation about himself that is he has to explain what he did so far in that organisation.
second :
appreciation from peer groups, subordinates, superiors and co - workers etc.
the appraisal team also look for that persons hard work, sincerity, team work, level of emotions, degree of temper's, and also the new innovations done by him.
considering all these feedbacks the appraisal will be made.
From India, Namakkal
i am sowdeswari doing MBA,
upto my knowledge 360 degree is one of the appraisal system which consists of
first step :
own appreciation about himself that is he has to explain what he did so far in that organisation.
second :
appreciation from peer groups, subordinates, superiors and co - workers etc.
the appraisal team also look for that persons hard work, sincerity, team work, level of emotions, degree of temper's, and also the new innovations done by him.
considering all these feedbacks the appraisal will be made.
From India, Namakkal
upto my knowledge 360 degree is one of the appraisal system which consists of
first step :
own appreciation about himself that is he has to explain what he did so far in that organisation.
second :
appreciation from peer groups, subordinates, superiors and co - workers etc.
the appraisal team also look for that persons hard work, sincerity, team work, level of emotions, degree of temper's, and also the new innovations done by him.
considering all these feedbacks the appraisal will be made.
From India, Namakkal
Please download 360 degree feedback guidelines from one of the posts at the following Link:
https://www.citehr.com/270532-what-3...-feedback.html
From India, Delhi
387https://www.citehr.com/270532-what-3...-feedback.html
From India, Delhi
Sunny Adams writes:
the term 360 Degree means the right feedback
the 360 degree feedback is all about performance management read the article and i believe it will surely help
Want to make people happy? Make people sad? Care to create an uproar in your organization that rivals in ferocity any change you’ve ever introduced in your history? Want to stir up all of the dormant fearballs hidden just below the surface in your organization? I know; you think I’m talking about laying off half your staff. Right?
Wrong. I am talking about organizations that do a poor job of introducing and implementing 360 degree, or multirater, feedback. Indeed, I’m also talking about organizations that do a good job of introducing 360 degree feedback. Nothing raises hackles as fiercely as a change in performance feedback methods, especially when they affect compensation decisions.
Implemented with care and training to enable people to better serve customers and develop their own careers, 360 degree feedback is a positive addition to your performance management system. Started haphazardly, because it’s the current flavor in organizations, or because "everyone" else is doing it, 360 feedback will create a disaster from which you will require months and possibly years, to recover.
360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self assessment.
360 degree feedback allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development. Debates of all kinds are raging in the world of organizations about how to:
From India, Delhi
the term 360 Degree means the right feedback
the 360 degree feedback is all about performance management read the article and i believe it will surely help
Want to make people happy? Make people sad? Care to create an uproar in your organization that rivals in ferocity any change you’ve ever introduced in your history? Want to stir up all of the dormant fearballs hidden just below the surface in your organization? I know; you think I’m talking about laying off half your staff. Right?
Wrong. I am talking about organizations that do a poor job of introducing and implementing 360 degree, or multirater, feedback. Indeed, I’m also talking about organizations that do a good job of introducing 360 degree feedback. Nothing raises hackles as fiercely as a change in performance feedback methods, especially when they affect compensation decisions.
Implemented with care and training to enable people to better serve customers and develop their own careers, 360 degree feedback is a positive addition to your performance management system. Started haphazardly, because it’s the current flavor in organizations, or because "everyone" else is doing it, 360 feedback will create a disaster from which you will require months and possibly years, to recover.
360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self assessment.
360 degree feedback allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development. Debates of all kinds are raging in the world of organizations about how to:
- select the feedback tool and process,
- select the raters,
- use the feedback,
- review the feedback, and
- manage and integrate the process into a larger performance management system.
From India, Delhi
Hi!!
360 degree feedback is one of the modern methods of performance appraisal. It includes feedback from manager, colleagues (peers), customers, subordinates of the employee. This feedback gives an overview of employees' capability in different areas.... The name comes from the fact that when we draw 360 degree, it comes out to be a full circle, similarly we review the performance of employee from all the people associated with employee on his job.
Other modern methoods are: -
1. MBO (Management by objective
2. Assessemnt Center
3. BARS ( Behaviourally Anchored Rating Scale)
From India, Delhi
360 degree feedback is one of the modern methods of performance appraisal. It includes feedback from manager, colleagues (peers), customers, subordinates of the employee. This feedback gives an overview of employees' capability in different areas.... The name comes from the fact that when we draw 360 degree, it comes out to be a full circle, similarly we review the performance of employee from all the people associated with employee on his job.
Other modern methoods are: -
1. MBO (Management by objective
2. Assessemnt Center
3. BARS ( Behaviourally Anchored Rating Scale)
From India, Delhi
Can we have a tool which is most advanced & comprehensive of all appraisal system. Regards, Parveen S
From India, Delhi
From India, Delhi
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