Difference between revisions of "360 Degree Feedback"
From Learning and training wiki
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{{Term|360 DEGREE FEEDBACK|[[Feedback|Feedback]] provided by subordinates, peers, co-workers and supervisors, including also feedback from customers and suppliers and self-assessment. | {{Term|360 DEGREE FEEDBACK|[[Feedback|Feedback]] provided by subordinates, peers, co-workers and supervisors, including also feedback from customers and suppliers and self-assessment. | ||
| − | 360 degree feedback is also known as " | + | 360 degree feedback is also known as "multi-rater" or "multi-source" feedback, since it comes from the people working around the employee. The number "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, since | + | The person receiving the feedback often uses its results to plan his/her training and development, since it outlines his/her greatest strengths and weaknesses. This kind of feedback usually helps non-managers to be more effective and to understand what areas they should focus on, if they aim to cover a management role. |
| − | Some organizations also make administrative decisions, such as | + | Some organizations also make administrative decisions, such as compensation or promotion, on the basis of the 360 degree 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), [http://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp www.custominsight.com] (25 May 2009) </ref>}} |
Revision as of 16:14, 15 September 2009
 360 DEGREE FEEDBACK |
| Feedback provided by subordinates, peers, co-workers and supervisors, including also feedback from customers and suppliers and self-assessment.
360 degree feedback is also known as "multi-rater" or "multi-source" feedback, since it comes from the people working around the employee. The number "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, since it outlines his/her greatest strengths and weaknesses. This kind of feedback usually helps non-managers to be more effective and to understand what areas they should focus on, if they aim to cover a management role. Some organizations also make administrative decisions, such as compensation or promotion, on the basis of the 360 degree feedback. [1] |
References
- ↑ Wikipedia (25 May 2009), humanresources.about.com (25 May 2009), www.custominsight.com (25 May 2009)