The feedback is very complete and cohesive. However, I would like to just bring forward one thing. If you are getting started, do not focus on the degrees. Just ensure that communication gets through and the feedback loops are there. Get the simplest tool and have it work until you progressively adopt the 360-degree feedback as it is not easily implemented. One of the toughest things you will have to overcome is inertia and company culture.
From Mauritius
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From Mauritius
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Do check with the informative PPT which would be helpful for those who are framing up the policies... :)
From India, Bangalore
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482From India, Bangalore
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360-degree feedback is a method of assessing individuals where the feedback comes from many sources, providing a more balanced evaluation that is usually more accepted by review subjects as fair and objective.
360 feedback is a method of assessment that can enrich an organization's human resources through the identification of individuals' personal development needs, improved feedback and teamwork, and better career development. The end results include improved customer service and a better "bottom line."
When it comes to evaluating their employees, executives find that accurate feedback can often be very difficult to get. People tell them what they think they want to hear, rather than what they need to hear. This is where 360-degree feedback can help because the feedback comes from multiple sources and is anonymous; it provides executives with exactly what they need: frank evaluations.
Standard performance appraisals are quite often linked to things such as how much a person's pay rise will be. 360-degree feedback has a different focus - an individual's development.
Warm regards,
Krish
www.acengage.com
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360 feedback is a method of assessment that can enrich an organization's human resources through the identification of individuals' personal development needs, improved feedback and teamwork, and better career development. The end results include improved customer service and a better "bottom line."
When it comes to evaluating their employees, executives find that accurate feedback can often be very difficult to get. People tell them what they think they want to hear, rather than what they need to hear. This is where 360-degree feedback can help because the feedback comes from multiple sources and is anonymous; it provides executives with exactly what they need: frank evaluations.
Standard performance appraisals are quite often linked to things such as how much a person's pay rise will be. 360-degree feedback has a different focus - an individual's development.
Warm regards,
Krish
www.acengage.com
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
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