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360 Degree Feedback

360 Degree Feedback

360 Degree Feedback – One stop process to understand and appreciate more about self. An opportunity to give and receive feedback in regard to business performance, achievement of goals, competencies, behaviors, skills developed, vision and purpose.A comprehensive process covering self, colleague (Reporting), vendor, peers, (Functional/Cross Functional), boss, super boss etc. Can cover a wide range of feedback methods including, free-form essays, focused developmental questions, specific competencies, behaviors that relate to leadership etc. The 20 characteristics factored into factors mainly concerned with supportiveness, inspiration, competence, determination and honesty. Personality factors in the participants played little role on their rating; however, age and ideology were systematically related to their preferences. The paper elaborately discusses the results in terms of multi-rater processes, appraisal and the consequences of only having top-down evaluations.
Opportunity – Subordinates role in 360 feedback – Element of reluctance, Organizational preference to avoid 360 degree where upward feedback is sought, Assessors are a function of the assessee position in the corporate hierarchy, Frequently used competencies for bosses and Learning from multi-rater processes

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