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In human resources, 360-degree feedback is employee development feedback that comes from all around the employee. The feedback would come from subordinates, peers and superordinates in the organizational hierarchy, as well as a self-assessment. ("360" refers to the 360 degrees in a circle.)

Also known as multi-rater feedback.

Compare to upward feedback where managers are given feedback by their direct reports.

The results from 360-degree feedback are often used by the person receiving the feedback to plan their training and development.

In addition, the aggregate data (cumulative results for a group of 360-degree feedback recipients, e.g. the management team, or a whole department) provides organizations with crucial information required for effective strategic planning.

Contents 1 See also 2 References & Bibliography 3 Key texts 3.1 Books 3.2 Papers 4 Additional material 4.1 Books 4.2 Papers 5 External links

[edit] See also

[edit] References & Bibliography

[edit] Key texts

[edit] Books

[edit] Papers

[edit] Additional material

[edit] Books

[edit] Papers

[edit] External links

• 4 Ways to Ensure your 360 Feedback Process is a Success (pdf file)

• Cumulative 360 Data Guides Strategic Planning

• Globalpark "LOFT", a 360-degree online feedback tool.

• MeasureNow 360 Degree Feedback

• 360 Peer Review tools can facilitate peak performance generating improved workplace productivity.

• Qualintra, the 360° feedback leading company.

• Appraisal and competency based 360 feedback odysseyzone (2003)

This page uses content from the English-language version of Wikipedia. The original article was at 360-degree feedback. The list of authors can be seen in the page history. As with Psychology Wiki, the text of Wikipedia is available under the GNU Free Documentation License.