Quantify Launches 360-Degree Feedback

Posted on
Like what you see? Share it.Share on Google+Share on LinkedInShare on FacebookShare on RedditTweet about this on TwitterEmail this to someone

HR research consultants Quantify have launched two off-the-shelf 360-degree feedback systems on the Web. These systems are: <br /><br /><ul><li><strong>Senior manager: </strong>Designed for a manager who manages a team of people who, themselves, manage teams of people. </li><li><strong>Front line manager:</strong> Designed for a manager who manages a team of people who doesn&#39;t manage others. </li></ul><br />Each system allows users to specify the schedule of dates for the various project stages, along with the participants&rsquo; names and e-mail addresses. It then handles the administration and reporting, with no further intervention from the participants or any project coordinator.<br /><br />Quantify&rsquo;s principal consultant David Lusty, commented: &ldquo;Quantify usually handles 360-degree feedback as a bespoke project for each client and makes the feedback reflect the client&#39;s competences framework for the roles involved. <br /><br />&ldquo;However, many of our clients have asked for generic 360-degree feedback that they can start today without the delay, effort and expense of setting up a bespoke system. We&rsquo;ve responded with two low-cost, off-the-shelf, 360 degree feedback systems.<br /><br />&ldquo;And as well as doing the processing and reporting for these new systems, Quantify offers Consultant Facilitated Feedback &mdash; face-to-face or via telephone &mdash; to help participants get the most out of the feedback,&rdquo; Lusty added. <br /><br />First used by the U.S. army in the 1940s, 360-degree feedback is employee-development feedback that comes from subordinates, peers and managers in the organizational hierarchy, as well as self-assessment and, in some cases, external sources such as customers and suppliers or other interested stakeholders. <br /><br />It can be contrasted with upward feedback, where managers are given feedback by their staff, or a traditional performance appraisal, where the employees are reviewed only by their manager.<br /><br />The results from 360-degree feedback are often used by the person receiving the feedback to plan their training and development. The results also are used by some organizations for making promotional or pay decisions, sometimes called 360-degree review.<br /><br />Lusty explained: &ldquo;While the value of 360-degree feedback is often seen in terms of individual development, aggregate reporting of all recipients&#39; results can provide valuable data for the organization as a whole. It enables leaders to:<br /><br /><ul><li>Take advantage of underused personnel strengths to increase productivity.</li><li>Avoid the trap of counting on skills that may be weak in the organization.</li><li>Apply human assets data to the valuation of the organization.</li><li>Make succession planning more accurate.</li><li>Design more efficient coaching and training initiatives.</li><li>Support the organization in marketing the skills of its members.&rdquo; </li></ul> <br />Quantify&rsquo;s client list includes public sector organizations, including local authorities, as well as those in the private sector.<br />

Like what you see? Share it.Share on Google+Share on LinkedInShare on FacebookShare on RedditTweet about this on TwitterEmail this to someone


Posted in Archive|


Leave a comment

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>