What is a 360 degree assessment system!!!

The 360-degree appraisal method is one of the common performance appraisal methods, which is characterized by the diversification of evaluation dimensions (usually 4 or more than 4), which is suitable for the assessment of middle-level and above personnel.

The 360-degree performance appraisal method, also known as the all-round appraisal method, is one of the common performance appraisal methods, which is characterized by the diversification of evaluation dimensions (usually 4 or more than 4), which is suitable for the assessment of middle-level and above personnel. The 360-degree assessment method was first proposed and implemented by Intel. This method refers to the purpose of improving oneself by understanding the work performance of employees themselves, their bosses, colleagues, subordinates, customers and other different subjects, commenting on the opinions of all parties, and knowing their strengths and weaknesses.

It's Edward& Evan et al. proposed it in the 80s of the 20th century, and after being cited by the Wall Street Times and Fortune magazine in 1993, it began to receive widespread attention and application. It is a method of obtaining observation data on the work behavior of members of the organization from different perspectives, and then analyzing and evaluating the obtained data, including evaluations from superiors, colleagues, subordinates and customers, as well as the evaluations of the assessees themselves. The advantage of this method is that it is more comprehensive and easy to make a more fair evaluation, and at the same time, feedback can promote work ability, and it is also conducive to team building and communication.

Its disadvantage is that it is a lot of work because of the assessment from all sides; There may also be informal organizations, which affect the fairness of the evaluation; Employees are also required to have a certain level of knowledge to participate in the assessment.

The assessment system mainly involves four aspects, which are the assessment mechanism with rights and responsibilities, the design perspective of evaluation dimensions, and the diversification of evaluation forms and the feedback mechanism of evaluation. Questionnaires are created in a democratized format and anonymous surveys are conducted.

The assessment can be carried out according to the multi-level method, and it should be noted that the content of the assessment is very comprehensive, and it is also necessary to pay attention to bottom-up feedback and internal collaboration.

It is generally used in the performance evaluation of cadres, and generally cannot be used as a performance appraisal method.

Small and medium-sized enterprises are advised not to use it, and it would be good to be able to do a good job in the KPI assessment of key indicators.

Answer]:1Evaluate project design.

1) Conduct a needs analysis and feasibility analysis to decide whether to adopt a 360-degree evaluation method.

2) Develop an evaluation questionnaire based on the job competency characteristic model. There are two main types of questionnaires: one is that the enterprise designs it according to its own characteristics and specific requirements, and the other is to purchase a formed questionnaire from a consulting company.

The staff concerned should do some needs research in advance and consider it thoroughly before deciding what evaluation questionnaire to use, and if the latter is used, it should be noted that the questionnaire based on foreign cultures and different industries cannot be simply copied.

2.Training evaluators.

1) Set up a team of evaluators. There are two kinds of evaluators: one is selected by the assessee, and the other is designated by the superior. Either way, it should be agreed by the person being evaluated.

It can ensure that the assessee agrees with and accepts the evaluation results.

2) The selected evaluators will be trained as follows: communication skills, evaluation implementation skills, methods of summarizing the evaluation results of BIZU, methods of feedback of evaluation results, etc.

3.Implement a 360-degree assessment.

1) Implement evaluation. Monitoring and quality management of the specific implementation process.

2) Collect statistics and report the results.

3) Train the evaluated personnel on how to accept the evaluation information of others, so that they can realize that the main purpose of 360-degree evaluation is to improve the work performance of employees and plan their careers.

Provide advice to improve the evaluation candidate's recognition of the purpose and reliability of the methodology. Training methods such as lectures and individual coaching can be used.

4) The business management department should formulate an action plan to improve performance (or promote career development) according to the problems reflected in the evaluation results.

4.Feedback interviews.

1) Determine the members and targets of the interview.

2) Effectively conduct feedback interviews, timely feedback on the results of evaluation, help the evaluated personnel to improve their work, continuously improve their work performance, and improve their personal career planning.

5.Effect evaluation.

1) Confirm the security of the execution process. The 360-degree assessment includes the evaluation of superiors, subordinates, colleagues and other personnel, and it is necessary to check whether the information collection process meets the requirements of the evaluation and verify the accuracy of the evaluation results.

2) Evaluate the application effect.

3) Summarize the experience and shortcomings in the evaluation process, find out the existing problems, and continuously improve the entire evaluation system.

Answer]: The 360-degree evaluation method, also known as the full-perspective evaluation method, refers to the evaluation method in which the superiors, colleagues, subordinates and/or customers (including internal customers and external customers) of the assessee and the assessee themselves serve as the evaluators, and the assessee conducts a 360-degree all-round evaluation of the assessee from multiple perspectives, and then achieves the purpose of changing behavior and improving performance through feedback procedures. The implementation procedures and work contents of the 360-degree assessment include:

1) Evaluation project design.

Conduct a needs analysis and feasibility analysis to decide whether to use a 360-degree evaluation method.

Develop an evaluation questionnaire based on the job competency model.

2) Training evaluators.

The work of training evaluators includes:

Assemble a 360-degree evaluator team.

Training for selected evaluators: communication skills, evaluation implementation skills, methods for summarizing evaluation results, methods for feedback on evaluation results, etc.

3) Implement 360-degree evaluation.

Implement evaluations. Collect assessment information and report results. The main purpose of 360-degree appraisal is to improve the work performance of employees, and to provide consulting suggestions for employees' career planning, so as to improve the recognition of the purpose and reliability of the appraisal method.

The management of the enterprise should formulate an action plan to improve the performance of the problems reflected in the evaluation results.

4) Feedback interviews.

Identify the members and recipients of the interview;

Effectively conduct feedback interviews, timely feedback on the results of the evaluation, help the evaluated personnel improve their work, continuously improve their work performance, and improve their personal career planning.

5) Effect evaluation.

Confirm the security of the execution process. Evaluate the effectiveness of the application. Summarize the experience and shortcomings in the evaluation process, find out the existing problems and regret them early, and constantly improve the entire evaluation system.