: 
Created by Management Study Guide | Last updated 7/2019
Duration: 59m | 1 section | 13 lectures | Video: 1280x720, 44 KHz | 570 MB
Genre: eLearning | Language: English + Sub
360-degree feedback is an appraisal or assessment process used to improve managerial effectiveness
What you'll learn
Explain What is 360 Degree Feedback
Describe the History of 360 Degree Feedback
Explain the Uses of 360 Degree Feedback
List the Advantages 360 Degree Feedback
List the Disadvantages of 360 Degree Feedback
Describe What is an Effective 360 Degree Feedback Appraisal
Describe the Components of 360 Degree Feedback
Explain the Process of 360 Degree Feedback
Describe the Problems of 360 Degree Feedback Appraisal
Describe the Sources of Errors in Performance Appraisals
Explain the Development Options after Feedback
Explain What is 720 Degree Feedback
Show more
Show less
Requirements
No prior knowledge is required
Description
360 degree feedback is also known as Multi-rater feedback, Multi-source feedback, Full-circle appraisal or Group performance review. Contemporary 360-degree methods have roots as early as the 1940s. However, the exact details of the start of the technique are not very clear.
Most scholars agree that 360-degree performance appraisal has historical roots within a military context. During the 1950s and 1960s, the multi-rater trend continued in the United States within the Military service academies.
At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called "peer grease" to evaluate the leadership skills of their classmates.
During the 1960s and 1970s, in the corporate world, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations.
360 degree feedback system provides performance data from multiple points of reference. It is more powerful, reliable and accurate as compared to traditional, single source feedback processes. The feedback tends to be more balanced and is also harder to dismiss due to its' broader range of inputs'.
This method employs a multi-source feedback method which provides a comprehensive perspective of employee performance by utilizing feedback from the full circle of people with whom the employee interacts: supervisors, subordinates and co-workers.
Who this course is for:Human Resource DepartmentManagers and SupervisorsTeam leadersProject managers
Buy Premium From My Links To Get Resumable Support,Max Speed & Support Me
Links are Interchangeable - No Password - Single Extraction