Difference between revisions of "360 Degree Feedback"
From Learning and training wiki
| Line 1: | Line 1: | ||
{{Term|360 DEGREE FEEDBACK|[[Feedback|Feedback]] provided by '''subordinates, peers, co-workers and supervisors''', including also a '''self-assessment''' and, sometimes, feedback from customers and suppliers. 360 degree feedback is also known as "multirater" or "multisource" feedback, since it comes from all the persons working with the employee. "360" is related to the '''360 degrees in a circle''': the person to be evaluated stays figuratively in the center of it. | {{Term|360 DEGREE FEEDBACK|[[Feedback|Feedback]] provided by '''subordinates, peers, co-workers and supervisors''', including also a '''self-assessment''' and, sometimes, feedback from customers and suppliers. 360 degree feedback is also known as "multirater" or "multisource" feedback, since it comes from all the persons working with the employee. "360" is related to the '''360 degrees in a circle''': the person to be evaluated stays figuratively in the center of it. | ||
| − | The person receiving the feedback often uses | + | The person receiving the feedback often uses its results to plan his/her training and development. Some organizations also make administrative decisions, such as pay or promotion, starting from this kind of feedback. <ref> [http://en.wikipedia.org/wiki/360-degree_feedback Wikipedia] (25 May 2009), [http://humanresources.about.com/od/360feedback/360_Degree_Feedback_Process.htm humanresources.about.com] (25 May 2009) </ref>}} |
Revision as of 13:19, 25 May 2009
 360 DEGREE FEEDBACK |
| Feedback provided by subordinates, peers, co-workers and supervisors, including also a self-assessment and, sometimes, feedback from customers and suppliers. 360 degree feedback is also known as "multirater" or "multisource" feedback, since it comes from all the persons working with the employee. "360" is related to the 360 degrees in a circle: the person to be evaluated stays figuratively in the center of it. The person receiving the feedback often uses its results to plan his/her training and development. Some organizations also make administrative decisions, such as pay or promotion, starting from this kind of feedback. [1] |
References
- ↑ Wikipedia (25 May 2009), humanresources.about.com (25 May 2009)