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360 Degree Feedback
Manual
Why your Organisation needs this manual
| If you want to reinforce company values and
competence frameworks, create measurable benchmarks, drive new leadership styles,
accurately identify training needs, monitor improvements in team working behaviours and
provide more equitable and accurate performance measures, you need this manual. This manual gives a new model for workplace performance feedback and
appraisal. Rather than just seeking feedback from a person's manager, 360º feedback
offers the opportunity for feedback from those in their own circle of influence - that is,
from those who have direct knowledge of the individual's work behaviours. It is more
honest, more reliable and more valid than a process that relies on an appraisal given by
one person only. It taps into the 'collective wisdom' of peers, managers, direct reports
and customers.
A crystal clear,
practical, workbook-style manual that allows for flexible use. |
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What outcomes can be expected from using 360° feedback?
The 360° feedback system provides participants, and
therefore organisations, with insight and direction on how improvements can be made for
individuals and organisations. Here's a list of some of the outcomes companies have
achieved by using the 360° feedback system.
For the individual, 360°
feedback can:
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identify strengths and development needs to
improve personal effectiveness |
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align behaviour with the organisation's
competence frameworks |
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provide a rich course of information for
one-on-one coaching |
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give the person and their leader relevant and
motivating assessment information |
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motivate behaviour change |
At the team level, 360°
feedback can:
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provide a structured way for team members to
improve the effectiveness of their personal interactions |
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use customer input to drive customer service
and quality improvements |
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ensure that the team is moving in the same
direction, while valuing individual differences |
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help to define important concepts, for
example, 'continuous improvement' or 'internal customers' |
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decrease the old belief that it is 'us' versus
'them' |
For the organisation,
360° feedback can:
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reinforce company values and competence
frameworks |
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create benchmarks built on how the
organisation perceives itself in areas of managerial behaviour that can be measured
regularly |
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be an integral part of reward, appraisal and
development processes |
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be used as a decision support tool for
enhancing succession planning |
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be used as a measurement tool in monitoring
improvements in leadership or team working behaviours |
Included in this Australian manual from EMD Workforce
Development:
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How to implement a multi-source performance
system in your organisation |
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Diagnostic tools and survey instruments for
organisational analysis; contains all required forms and checklists for full
implementation |
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How to use established organisational surveys
and how to develop a questionnaire yourself; how to use |
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A wide selection of examples and case studies
from well-known Australian and international companies, giving a clear picture of what to
expect when implementing the 360º feedback model. |
In Australia, companies to embrace 360º feedback include
Ampol Petroleum, ANZ Bank, BT Australia, Brisbane City Mission, Lend Lease, NRMA, NSW
Treasury, Rothmans Holding, Toyota Australia, University of South Australia and
Woolworths.
Contents
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About The Author |
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EMD 360 Degree Feedback Package |
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Introduction |
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What is 360 degree feedback - in a nutshell? |
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What are the uses of 360 degree feedback? |
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What outcomes can be expected from using 360
degree feedback? |
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Planning the introduction of 360 degree
feedback |
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Implementation Process |
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Choosing a product |
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Case studies of alternate uses for 360 degree
feedback |
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Tips and traps |
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Appendix A: Sample letter to respondents |
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Appendix B: Sample survey instrument |
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Appendix C: Self and Peer assessment report |
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Appendix D: Self and Group assessment report |
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References |
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The manual is available in downloadable pdf format. |
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