| 360-degree feedback |
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PURPOSE
360-degree feedback approximates evaluations received
by an employee from the people he or she is working with. The feedback
can come from all around the employee – from managers, peers,
subordinates, customers, suppliers, as well as self-assessment.
Employee’s professional behavior is evaluated with the use of a number
of predefined criteria. Attention! 360-degree feedback is recommended for mature organizations with stable organizational structure that have already implemented other human resources management methods. The participants of multisource feedback are supposed to know about professional activities of each other and to work together for at least 0,5-1 year. Strong points of 360-degree feedback method:
OUR ADVANTAGES HR-Lab uses original web-tool for collecting
multi-rater feedback. The application could be accessed through
Internet or could be installed in customer’s local net.
A step by step project creation wizard will guide you through the project creation process. Step 1 – Defining user criteria set. The defined criteria can be combined into competency systems determining optimal competence evidence and criterion weight in the given evaluation system.
Step 2 – Listing participants of the assessment. The participant information card consists of employee name, department in which he or she is working, and e-mail that will be used in the mailing list.Other important parameters, such as assessor category (manager, peer, subordinate, etc.), rater instructions, and individual or group assessment plans, are determined in the data editor. 
Step 3 – Creating individual assessment plan. There are two possible ways of defining raters for a participant – this can be either a whole department or specific employees representing corresponding assessor categories. The application automatically creates survey pages for every assessor and emails appropriate hyperlinks according to the emails indicated in the information cards.
Step 4 – Personal survey page (main). This is a screenshot of the main survey page listing all employees to be evaluated by the rater. After all judgments for a specific employee have been collected, the employee link becomes inactive and in the last table column time and date of protocol saving appears.
Step 5 – Personal survey page (questionnaire). HR-specialist controlling the assessment process can observe the data collection online.
Step 6 – Assessment control. The control mode allows monitoring the feedback collection in concern with both assessors and assessees.The assessment results can be represented in various modes, such as integral respondent ratings (in comparison to averaged estimations or ideal profiles), individual profiles containing appraisals of different assessor categories, and data on the similarity of the expert judgments. 
Step 7 – The results of 360 degrees assessment. An example of integral rating comparing the similarity of the individual evaluations with the ideal profile. The representation mode of individual and group reports can be customized upon request |
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