360
1. The document discusses using 360-degree feedback, which involves collecting performance evaluations from an employee's peers, supervisors, subordinates, and clients, to provide a more reliable and comprehensive assessment compared to traditional top-down or bottom-up approaches. 2. The objectives of 360-degree feedback are to ensure the reliability of performance assessments from different points of view, change how organizations evaluate and improve performance, and provide employees with feedback to help them learn and develop. 3. Research has shown that the use of 360-degree feedback systems for development purposes has steadily increased in organizations in Britain and the United States since their introduction. When implemented properly with an open culture and employee readiness, 360-degree feedback can improve
360
- 1. PeersSupervisorsmodernApproachSubordinatesClients360feedbackAssesallows HRtoreliable and accuratePerformance
- 4. The Objectivesensure Reliabilityof PA from Differentpoint of views of particular employeeschanging the way organizationsnewMeasurementevaluateperformpictureimprovelearncomprehensive
- 5. Surveys in Britain and the United States have established that organizations use of multiple source multiplerater (MSMR) feedback systems such as 360 degree feedback for developmental purposes has increasedsteadily since their introduction (Bailey & Austin, 2006)
- 7. ClientsPeersSubordinatesthe iDeaof Multi Source FeedbackWho??to captureInformation and Insight
- 8. How do they WORK??