Value of 360 Feedbacks

In most employee assessment programs, 360 degree feedback process effective or ineffective, and maps, as can be with the training and implementation.

This process normally response personnel will proceed to provide the supervisor. It is also self-evaluation and our customers, suppliers and opinion to include other stakeholders can join.

By the person receiving the results of responding effectively to improve the training available to develop and would, if necessary.

But some of the 360 degree feedback debate about whether the employee's performance, and the fact that it can reduce shareholder value that has been proposed.

2001 Watson Wyatt study of 360 degree feedback and the organization market value of 10.6% was one of the factors associated with the drop has been seen. And the best-quality 360-degree feedback on the accuracy of the pattern length of time known as the taxpayer the biggest impact on the accuracy of individual ratings shows that the 360-degree review. According to the study, most accurate assessment of individual long past, the first exposure (1-3 years), so (5 years) are in general rather than to help start a long time, but for enough knowledge to ask for.

360-degree feedback process to see the success of the organization:

1. Organizational climate for personal growth promotion.
2. Criticism is seen as an opportunity to improve assurance that the response will remain confidential.
3. Depending on the organization's goals and values, developing feedback tools, Comment Tools, feedback area.
4. Brief workers, assessors, and delivery of the equipment used for observation purposes, is a dictionary of data and research about how - Train workers in proper methods to obtain feedback, Backup services or customized feedback, coaching and support.
5. Negative consequences, such as first using the organization do not provide 360 degree feedback can be the foundation for success.
6. Feedback often tied to merit pay and promotions comment on individual tracks to create anger workers
7. Organizational goals or feedback link Value As a standalone tool without subsequent response.
8. Tools to implement a poor negative effect on motivation.
9. Some of the survey rater’s tangible results.

A-360 degrees feedback process is not implemented properly, seriously derail the works. Every discipline of software development, the process requires and the inspection of the guidelines is to take care implemented it properly and fairly by the order.

With the degree 360 process for the most part anonymous feedback response does not want to be the election they have to understand the answer. It clear’s they do not have ratings and / or of species based his comments to ask for more information is the declaration.
Feedback process 360 degree of the problem more often focused on which he held in meals. By focusing on each element of the weak is to weaken his forces build on the strength of each element.

Best of State 360 degree arts, the feedback to the mission and the vision of the ordination of offers to meet the ends of the sense desired. How an employee for it to understand the effect of this seems to others he makes one. Response behavior to which is founded in the staff of the other may be seen. Better than the real and purpose of change or to follow-up Coaching.

Feedback so that the effect some phases of the laborer to promote a process of development at all the props the law of the society of it can be seen. Or process and can reduce the minds of the cause of reason rather what another and nasty manner.

Competency for Functional Mapping Methodology

"Competency mapping" is to identify the required process capability refers to the process. The necessary procedures for the organization is decide an important activity. Organizations for the implementation of future can identify key areas of its activities, you can take necessary measures. The Mapping capabilities, processes, and the ability to designate these activities by sub-components will break all of the activities identified.

Proper operation and potential for success of the organization is determine the key areas to perform the mapping operation. An identified skill, work skills, including technology-based approach is based on the conceptual knowledge. All aspects of this important work with the organization's actions have led to determine the exact status of processes.

Competency mapping is made up of two words – Efficiency and Mapping, where, to conduct a process mapping activities, the ability to schedule all necessary means to clarify the basic characteristics. An important process in determining the appropriate activities with the completion of the mapping capabilities are needed.

Then Design a Competency Model Need to Consider Several Factors,

1. Context:

Condition that is bound to efficient. They are namely, effect of specific organizational objectives or goals like efficiency “A better artist has been linked to a particular setting". Therefore, depending on the model can be developed for the design of:

    * Total organization for Ex. core competencies, or values
    * Complete feature for Ex. Finance, Human Resources
    * Specific roles for Ex. Human Resources generalist
    * certain operations for Ex. compensation analyst

2. Orientation Level:

Model in the direction of the level cover this aspect, the model or future will reflect the requirements of current operations. Degree of future-oriented model to the organization and the speed of the nature of changes occurring within the organization and implementation plan are to rely on. You can create efficiencies, the organization's future requirements; they will be based on the model to determine if that; best practices, benchmark data, and future performance should be used.

3. Complexity Level:

Two other important factors, behavioral competency model and the degree of complexity and detail of the length mentioned in the development of indicators should be considered. Qualification Initiative model often too wide and too long too many times and groups too many resources are spent editing the action and because of failure. Thus the manner the organization is to provide a simple framework to fail. The best Model works follow the 80-20 rule. They provide 20% and 80% of the outstanding performance of the drive to deal with.


4. The Model must be Linked To Strategy:

Contribute to an effective competency model for the event will support the company's strategy and goals. For example, if the company barriers between function and model, the skills required to explain behavior. Likewise, the goal for all employees to communicate and work effectively, the model describes how to show eligibility to work is guaranteed.

5. The Model must have a Company Specific:

Unlike many job descriptions, competency models cannot easily transferable between companies. Corporate culture, strategy, size, and industry-unique features required for a company that is determined by capacity. In normal circumstances, the fact that the necessary competencies as a company that many analysts will work. Health care companies as a financial analyst at automotive manufacturers, a very important feature, for example those financial analyst, is a different need.

6. The Development Model must be Flexible:

The performance management tool model work is best qualified. It provides details of the difference between different levels of efficiency as the employee is working on. That the current level of competence is required to developing a company's staff. In this sense, competency model should not be binding is still required. It is enough for the success of different approaches to accommodate the changing business environment can be applied to flexible, easy, and requires a lot easier to understand.

7. The Model must be Future-Oriented:

In the future - its ability to stimulate organizational change model, the view was looking for. Work outside the traditional definition of efficiency in terms of how much, but rather how evolution works and the best vocal ability will do more to help in the future. In addition, this technology is needed to understand how staff development time to ensure that a model sufficient to increase lifespan.

360 Feedback and Multi-rater Feedback

Also, we can called the 360 Degree Feedback as “multi-rater feedback ',' multi-source feedback 'or' multi-source, was evaluated.

Work that we do, sometimes what we do as a 360-degree feedback, please contact the organization. Feedback in terms of human resource staff (or someone) to come around, Customer feedback, boss, colleague, supervisor, are assembled by the Career Guide, a load - your surroundings affect them that all the workers affected. Depending on what we are working - and partners, and customers, including the spouse, close friend of our 360 days sometimes.

This process is often thought that in fact, you can build a picture is useful to work with people. To their experiences and how you think is your work. This is to achieve a greater awareness and understanding of how you interact with other people that can support the project itself.

The advantage of this work is use to identify and help them to occur again or if they are really good to know what is available in major development work for them. For us, it is only a small part of what we'll do a great add-ons to customers as part of knowing. So they really can do what they themselves understand what makes the move to create a composite image of what I wanted to believe, do the alignment with work force.

If you are interested in trying to tools - employee performance and talent management solutions provider specializing in CEO InfoTech Company - we came across recently that software is a Product. This software you look at a typical 360 Degree feedback you can use human resource managers and administrators a new tool, and you can see the response management process.