Free 360-degree feedback Essays and Papers

Satisfactory Essays
Good Essays
Better Essays
Powerful Essays
Best Essays
Page 1 of 21 - About 201 essays
  • Good Essays

    360 DEGREE FEEDBACK In human resources or industrial psychology, the 360-degree feedback, also known as the multi-rater feedback, the multi source feedback or the multi- source assessment is the feedback that comes from members of an employee's immediate work circle. Most often, the 360-degree feedback will include direct feedback from an employee 's sub-ordinates, the peers and supervisor as well as a self-evaluation. It also include in some cases and feedback from external sources such as customers

    • 1014 Words
    • 3 Pages
    Good Essays
  • Better Essays

    The 360-degree feedback or multi sources feedback is assessment, which comes from other employees. This feedback contains direct and indirect information from managers, colleagues, subordinates as well as self-evaluation data. Also, it includes other external sources such as customers and suppliers reports. The 360-degree feedback plays a significant role to help workers develop their performance. Human resources professionals are increasingly using this assessment. The main propose of the 360 feedback

    • 1279 Words
    • 3 Pages
    Better Essays
  • Better Essays

    The 360-degree feedback system can be very delicate in nature. A person not well ready for it could be thrown out of balance. It can also generate some new problem in an organisation. It not designed and conducted well, it posses the potential danger of a candidate developing wrong perceptions or notions about one or more of his auditor and creating new perspective towards them. It is therefore, unavoidable and significant to handle the process well and make it foolproof. The first important step

    • 1298 Words
    • 3 Pages
    Better Essays
  • Good Essays

    discussed 360 feedback of a Romanian company. It talked about different sources of evaluating human resource performance. It also talked about different types of performances like contextual performance, task performance, adaptive performance etc. Feedback is an important tool that people at work give to an employee regarding his/her performance to improve his/her good performance and correct poor behaviour. It is up to recipient whether to accept it or reject it. Major source of feedback is from managers

    • 540 Words
    • 2 Pages
    Good Essays
  • Good Essays

    Based on our findings, performance appraisal is able to provide employees with feedback about their performance. XX Therefore, the supervisors should evaluate their employees because through performance appraisal evaluation, the supervisor is able to measure their employees’ level of performance and able to provide them feedback for further improvement on their weaknesses because supervisor is more experience on the daily process compare to the employees. For example, through performance appraisal

    • 839 Words
    • 2 Pages
    Good Essays
  • Good Essays

    Performance feedback is an essential tool for business performance management. This tool is an ongoing process between managers and employees. Performance feedback focuses on the exchange of information concerning past performance, current performance and how this information may shape in relation to future performance. Feedback is performance based and the information gathered is from direct observation. Such information is aimed at changing and sustaining behaviour. Performance feedback can be also

    • 1153 Words
    • 3 Pages
    Good Essays
  • Best Essays

    Performance Appraisals

    • 2063 Words
    • 5 Pages
    • 9 Works Cited

    year employees and managers both dread this time of year. The employees dread it because they are not looking forward to the feedback they will hear from their boss. The boss is dreading it because they are wasting time filling out the “standard” form, and basically checking the box that the appraisal has been completed. In our textbook it states, “Giving performance feedback is the No. 1 dreaded task of managers (Kreitner 283). Performance appraisals should not be a dreaded part of the job for the

    • 2063 Words
    • 5 Pages
    • 9 Works Cited
    Best Essays
  • Best Essays

    performance evaluations consist of the employee and the supervisor. However, the 360 Degree Performance requires more than the supervisor’s perspective. It should also include the co-worker’s point of view (by answering a simple set of questions). This evaluation enforces accountability and produces self-worth and a sense of fairness. Many performance evaluations are limited. However, in using the 360 Degree Performance as a measuring tool, it has been found to be a more accurate way to evaluate

    • 1961 Words
    • 4 Pages
    • 12 Works Cited
    Best Essays
  • Good Essays

    Human Resource Department Creative Minds

    • 723 Words
    • 2 Pages
    • 5 Works Cited

    Implementing 360-Degree Feedback for Better Employee Evaluation Diana we spoke earlier about the possibility of implementing a 360-Degree Feedback evaluation at Creative Minds Inc., I would like to go over some points that I found from various journals about the subject. I feel it would be to our advantage to start implementing 360-Feedback to help evaluate our current employees and management to make them better employees for the future. Through researching the subject I have found that 360-Feedback is

    • 723 Words
    • 2 Pages
    • 5 Works Cited
    Good Essays
  • Powerful Essays

    INTRODUCTION This assignment mainly focuses On Human resource objectives Torrington et al (2009) identified four objectives they are; staffing, performance, change management and administration. In this assignment I will focus on the performance objective and within the objective I will focus on the Individual development plan (i.e.) the performance appraisal in the organisation. Part a focus on the review of literature of performance objective and performance appraisal and provides the detailed

    • 1468 Words
    • 3 Pages
    Powerful Essays
Previous
Page12345678921