In today’s increasingly complex and competitive business climate, companies have no choice but to operate with optimal efficiency and responsiveness to customers’ needs and desires if they want to achieve and sustain success. As part of this ongoing effort, they must continually evaluate their employees’ on-the-job performance, with the goal of inspiring and encouraging improvement. Rather than rely on unilateral evaluations handed down by supervisors, companies have increasingly adopted 360-Degree performance evaluation systems, which provide meaningful feedback on employee job performance from not only management but also co-workers, direct reports, and even customers.
360-Degree performance assessments paint a sharper picture of an individual’s work habits than any traditional job evaluation, providing thoughtful and practical feedback on job performance and thus enabling the individual to build upon identified strengths and improve upon areas of weakness. When implemented correctly, 360-Degree performance assessments can lead to measurable improvements in a company’s productivity and profitability.
This course teaches managers and HR professionals how to select the most appropriate 360-Degree performance evaluation for an organization and institute the system to produce optimal benefits for employees and the organization itself.
Managers, Supervisors & HR Professionals
TIME TO COMPLETE
To teach organizations how to institute a 360-Degree performance assessment system to evaluate and improve employee performance.
After completing this course, the learner will be able to:
- identify the purposes and objectives of 360-Degree performance evaluations and their value in improving organizational efficiency;
- introduce and stimulate employee interest in a 360-Degree performance assessment system;
- distinguish between valid and invalid feedback on employee performance, as measured by a 360-Degree performance assessment system;
- select the appropriate 360-Degree performance assessment system for a particular workplace;
- assess the costs of implementing a 360-Degree performance assessment system;
- assess the validity and reliability of a 360-Degree performance assessment, as expressed in statistical data;
- select and train raters participating in a 360-Degree performance assessment system;
- interpret and apply feedback data from 360-Degree performance assessment systems; and
- deliver performance feedback acquired from 360-Degree performance assessment systems in a manner designed to produce optimal benefits for the organization and its employees.
- The Uses and Benefits of 360-Degree Performance Evaluation Systems
- Laying the Foundation for Implementing a System of 360-Degree Performance Evaluation
- Selecting the Appropriate 360-Degree Performance Evaluation System for an Organization
- Understanding and Assessing the Validity and Reliability of 360-Degree Performance Assessments
- Selecting and Training Individuals to Complete 360-Degree Performance Evaluations
- Rolling Out a System of 360-Degree Performance Evaluation
- Collecting Performance Data
- Administering Feedback Derived from 360-Degree Performance Evaluations
HR CERTIFICATION INSTITUTE
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute. (The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.)
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit SHRM.