Welcome to Scribd. Sign in or start your free trial to enjoy unlimited e-books, audiobooks & documents.Find out more
Download
Standard view
Full view
of .
Look up keyword
Like this
7Activity
0 of .
Results for:
No results containing your search query
P. 1
360 Degree Feedback

360 Degree Feedback

Ratings: (0)|Views: 82|Likes:
Published by Ridhima_Dhingr_8846

More info:

Published by: Ridhima_Dhingr_8846 on Apr 02, 2010
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as DOCX, PDF, TXT or read online from Scribd
See more
See less

05/27/2011

pdf

text

original

 
360 Degree Feedback
 
360 Degree Feedback
is a system that allows co-workers to comment onan individual's performance. It is referred to as 360 Degree as people areselected from various levels of the organisation and from variousdepartments to provide the feedback.
 
360 Degree Feedback in the UK
is a relatively new approach which cancause unease the first time it is tried. There are a variety of systemsavailable some requiring written comments as part of the feedback. Theproblem with written comments is it is not possible to analyse the commentsand present the result in an anonymous manner. Some people when askedto write feedback comments produce bland statements as they do not wantto cause offence and, in these "politically correct" times, are warry aboutminorities and perceived bias.
 
W
e use a tick list approach for feedback using a large variety of representative words. The inputs are then analysed for trends and asummary report is produced which is completely anonymous.
 
18
0 Degree Feedback
is used when subordinates provide feedback fortheir supervisor or leader. It is possible to have both 180 degree and 360degree feedback for leadership in larger organisations.
 Performance Appraisal is a tool to find out the working and achievement of the orker in anorganization. One type of appraisal is a 90 degree appraisal.In appraisal the feedback of the employee is taken from various other variants like the peers,managers, self appraisal, immediate superiors. In the present form of appraisal only one of theabove virtual circle of the employee gives a feedback about the worker.As the number of variants increase the persons from whom the feedback of the employee is takenincreases makinThe CheckPoint 360 degree feedback systemThe Checkpoint 360º feedback system is a powerful appraisal tool which assesses
 
18 specific jobskills/abilities categorised into 8 leadership and management competencies. It is effective for  performance appraisal, management and leadership development.
 There is a proven relationship between the success of the organisation and the leadershipskills of its management.
 For more information on the impact of improved leadership on an organisation,click here.
 Therefore raising the leadership skills and competencies of managers will improve bottom line
 
 performance. Ineffective line management is a major factor responsible for low morale*. TheCheckpoint 360º appraisal system can identify those abilities/competencies which needdevelopment.The Checkpoint 360º feedback system is also suitable for 180º and 270º feedback appraisal.the Checkpoint system  performance factors - competencies  bespoke appraisal the process the report implementation and follow-up - SkillBuilder 180º and 270º feedback appraisal Organisational Management Analysis guidelines for using 360º feedback appraisal the Checkpoint 360 is available in 25 languages .
the Checkpoint system
 The Profiles CheckPoint 360° competency feedback system is a multi-layer, customisableappraisal process that provides managers and leaders with an opportunity to receive anevaluation of their job performance from the people around them ± their boss, their peers, and the people whose work they supervise. From this feedback, managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved. Please note that this is a developmental appraisaltool based on performance. It is used to appraise performance but results should not be used todecide remuneration.
performance factors - competencies
 This assessment process is concerned with a manager¶s job performance in eight skill clustersand 18 universal competencies, described as follows:
y
 
communication
o
 
listens to others
o
 
 processes information
o
 
communicates effectively
y
 
leadership
o
 
instils trust
o
 
 provides direction
o
 
delegates responsibility
y
 
adaptability
o
 
adjusts to circumstances
o
 
thinks creatively
y
 
relationships
o
 
 builds personal relationships
o
 
facilitates team success
 
y
 
task management
o
 
works efficiently
o
 
works competently
y
 
 production
o
 
take action
o
 
achieves results
y
 
development of others
o
 
cultivates individual talents
o
 
motivates successfully
y
 
 personal development
o
 
displays commitment
o
 
seeks improvement
bespoke appraisal using your own in-house developed management competencies
 From February 2005, clients can develop their own feedback systems using their ownmanagement competencies based on our successful feedback methodology and reporting system.For further information and a tailor-made application, please call +44 (0)1491 574938 or click on
need help
or mailto:info@anovacoms.com 
the process
 Each participant or rater (self, boss, peers and subordinates)completes an evaluation, a processthat takes about 30 minutes. All participants are guaranteed anonymity (except for the 'boss' and'self') and urged to be honest and objective in their responses. Participants may complete their assignments via the Internet and results from all participants are compiled into a report that isreturned to the manager ('boss'). It consists of 70 highly targetted questions and takesapproximately 30 minutes to complete. The report does highlight results from any group (peersor subordinates) where an individual's answers are significantly different to the others within thatgroup eg. where someone may have an axe to grind.
full colour report
 CheckPoint Reports have comprehensive graphs and charts (in colour) as well as narrativedescriptions of the results to help the manager read, understand, and effectively use the data for self-development.They have been developed to present complex data in a meaningful, simple and graphic way.They are structured to appeal to all types of users revealing an increasing level of data page by page. The CEO will appreciate the overview given at the beginning of the report whereas themanager/boss and individual will need to delve into more detail.The report has a special personal growth section that coaches the manager and helps improve performance in development areas.The CheckPoint 360° Competency Feedback System is an effective managerial developmentsystem that pays big dividends in improved performance.
implementation and follow-up - SkillBuilder
 Where further development is required, theSkillBuilder series provides a framework across eachof the 18 management and leadership competencies to enable the individual to develop aneffective programme to ensure improvements are made. Such improvements can be based on

Activity (7)

You've already reviewed this. Edit your review.
1 hundred reads
aryanali17 liked this
akkusonu liked this
Magesh Krishnan liked this
shilpalatha liked this
kicanzi20009121 liked this
peshims liked this

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->