The Human Resource Department provides feedback to the employees based on certain criteria. The students are also provided with a feedback from their mentors. In this process, they can discover their strengths, weaknesses, hidden talents and their skills. List of questions are asked to the employees or the students to critically evaluate them. Also, the employees of the organization receive feedback from several people who work around them. In an organization, usually an employee receives feedback from peers, managers, and superiors, colleagues and the people who are associated with them. Usually, different people provide different type of feedback and they provide feedback from various perspectives. So, detailed information about an employee can be acquired.
Why 360 degree feedback is necessary?
An employee may possess some skills that are required in the organization, but yet due to some weaknesses may not provide optimal performance. So, they can deeply know about the strengths and weaknesses of an employee. Usually, 8 to 12 people feed this form and answer about the competencies of an employee in a workplace. In this way, the aggregate of their performance is determined by measuring on a rating scale. The people usually write a comment about an employee.
The method of 360 degree feedback is used by many larger organizations today. The person receiving the feedback also surveys the form and provides self-rating. They use the software that provides detailed feedback. It automatically generates the results and it is presented in such a way that the receiver can know in detail about the total strengths and weaknesses. So, by viewing the feedback, they can prepare a developmental plan.
360 degree feedback software
This form of feedback is useful to people who are not the managers of the organization. This software performs three main aspects namely training and identification, performance appraisal and succession planning.
It is mainly used in the organizations for performance appraisal. It is used in the process of feedback. It can be set-up quickly and can be easily administered by the users. This software also comprises of a feature of automated reminders. As they are installed with features such as dashboards and reports, they provide deep information about any employee. They provide feedback in detail about any employee and also provide group reports. The dashboards are user-friendly and the users can easily understand the operations. The 360 degree feedback provides customizable survey to the patients and provides answers about all types of competencies. They are also used for building a list of questionnaire. It consists of a feature of competency library. The user can build multiple-type questions in the software.
Student training
This software is useful to provide training to students effectively. They can identify their strengths, weaknesses and also analyse their skill gaps. They use different tools such as psychometrics to evaluate their total strengths and weaknesses. This software is used for students and also for employee to provide effective training to them. The students can receive skill-based and behaviour based training. They identify the unique skills of any employee that can be effectively used in the organization. They also identify the behavioural gaps of any organization. They also help in augmenting any learning agility. To understand the specific competencies of any employee, they should prepare a list of questions that are effective in understanding their level of competency. So, by identifying their skills, they can achieve a specified or a desired goal of training. Also, they should create some custom assessments and evaluate the current proficiency. By determining their current level of competency, they can measure the level of competency that is required to perform the task. So, they can maintain the record in detail about the employee and also prepare the employee to perform the task successfully. Then, successfully a plan can be prepared. Then, they can analyse the results using the consolidated reports. This software can perform the function of analytics to designing. It provides excellent training to all the employees.
Planning
This software is not only useful in preparing a consolidated report or providing feedback, but also for effectively planning. Based, upon the feedback, they can improve the performance of the employees. By understanding the dynamics of their behaviour and by observing the on-the-job competency, they can further plan for the improvement of the employees. The process of succession planning includes four main steps namely assessment, identification, planning and acting.
Identifying: it is used for identifying the key competencies of the employees so that they can succeed in any critical roles. It is used for nominating candidates also. They use reliable and other tools for evaluating the level of preparedness of the employees. They can also use the customized reports for nominating the right candidate for the work. In this way, they can maintain the record of every employee. They can also measure the level of improvement of each employee. The employee graph should always move upward. They measure the performance of the employees based on their critical competencies. They also measure if the candidate is able to use the potentials in the organization effectively. They should be able to perform the task successfully. So, by maintaining the detailed record, they can know in detail about the strengths and weaknesses of the organization. Thus, they can even detect the reason for non-performance or if the strengths are successfully channelized or not. So, the software comprises pre-built test feature that are mapped for examining the pre-defined competencies. The assessments are made for specific roles and hence they form a competency framework by using proofs and evaluating different aspects such as personality, cognitive skills and the other domain skills. They comprise of other virtual and offline tools that provide reliability for each competency. The development plans are included in the reports. It is used for understanding the customs assessment battery also. They perform three main functions that include assessment, mapping and benchmarking.
They are used for mapping the key competencies based on role and performing the competency framework and also comparing the competencies with the businesses future objectives. They provide assessment using many proprietary tools and the competencies. These benchmarks are used for preparing future development plans also.
