Principles of 360-Degree Feedback

Following are the main principles upon which 360-degree feedback is constructed: Principle of Performance Enhancement The quality and timeliness of feedback are critical factors in improving individual, group and organisational performance, Principle of Validity and Reliability Evaluation of performance data …

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Objectives of 360-Degree Feedback

360-degree feedback has the following objectives: Identifies Strengths and Weaknesses The 360-degree feedback helps in identifying and evaluating the strengths and weaknesses of an employee against parameters like role performance, performance with regard to particular activities, capabilities and working patterns …

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Features of 360-Degree Feedback

Features of 360-degree feedback are as follows: Typically measures specific behaviours and capabilities associated with job performance and success. Provides for a confidential process to obtain feedback from others who work closely with the individual, for example, one’s manager, peers, …

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Meaning and Definition of 360-Degree Feedback

360-degree feedback is an orderly aggregation and feedback of performance data about an employee or a group of employees obtained from many stakeholders in their performance. The 360-degree appraisal is also known as multi-source feedback, multi-rater assessment and feedback system, …

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Direct Supervisor’s Role

Role of Employee Owning the responsibility for one’s own development. Initiating the competency assessment process on a regular basis (once or twice a year). Initiating development planning meetings with the supervisor. Creating a development plan. Following through with the development …

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Personal Development Plans

A Personal Development Plan (PDP) is one of the most powerful tools that can be used to help individuals commit to a personalised development approach that enables them to reach their goals. It can be about further developing skills or …

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Importance of Employee Development

The importance of employee development is as follows: It enhances the leadership qualities and problem-solving abilities of managers. It facilitates the development of those trainees who have a good grasp of the fundamental principles of management, possess the capability of …

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Responsibility for Employee Development

Responsibility for employee development lies on the shoulders of both supervisor and employee: Supervisor The supervisor has several roles to play, but providing information and support to facilitate the employee’s development is most important. There are a few basic roles …

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Approaches/Methods of Employee Development

Employee development programs or methods need to be effectively implemented. Various methods of employee development are as follows: On-the-job Methods Various on-the-job methods include the following: Coaching In this method, the trainee is coached by a supervisor who instructs the …

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Objectives of Employee Development

Following are the purposes of development programmes for various managerial personnel: For Top Management To widen the perception of every manager about his position, role and responsibilities within and outside the organisation. To enhance the thought process and the ability …

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