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==External links== |
==External links== |
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− | * [http://www.decwise.com/pdf/4%20Ways%20to%20Ensure%20360%20Feedback%20Success.pdf 4 Ways to Ensure your 360 Feedback Process is a Success (pdf file)] |
+ | * [http://web.archive.org/web/20061105022645/http://www.decwise.com/pdf/4%20Ways%20to%20Ensure%20360%20Feedback%20Success.pdf 4 Ways to Ensure your 360 Feedback Process is a Success (pdf file)] |
* [http://www.panoramicfeedback.com/shared/articles/hrdotorg.html Cumulative 360 Data Guides Strategic Planning] |
* [http://www.panoramicfeedback.com/shared/articles/hrdotorg.html Cumulative 360 Data Guides Strategic Planning] |
Latest revision as of 00:12, 1 September 2014
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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline
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.
See also
References & Bibliography
Key texts
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Additional material
Books
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External links
- Appraisal and competency based 360 feedback odysseyzone (2003)
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