#Human Resources Trivia #Blink of an eye, 2021 has passed most of the time, the time has come to the fourth quarter, many companies are preparing for the evaluation and inventory work at the end of the year, most of them are consulting 360-degree assessment. 360-degree assessment, also known as "360-degree assessment method" or "all-round assessment method", refers to the process of comprehensively evaluating and feedback the work behavior and performance of the evaluator through the evaluation information of personnel at different levels who have a close working relationship with the evaluator (mainly managers) through mobile phones.
Different from the ordinary superiors who score subordinates, the evaluation information of the 360-degree evaluation comes from multiple channels, including superiors, colleagues, the evaluators themselves, subordinates, and sometimes customers. Therefore, the results obtained by this assessment method are relatively more objective.
So, how do you implement a 360-degree assessment? Next, we will share the process of 360-degree evaluation by Company R, which is mainly divided into three stages: the pre-preparation stage - the evaluation implementation stage - the result feedback and application stage.
<h1 class="pgc-h-arrow-right" data-track="7" > first, the preliminary preparation stage</h1>
Since the 360-degree assessment involves a large number of people, it is first necessary to make the relevant personnel, including all the evaluators and evaluators, project team members, relevant management of the company, etc., correctly understand the purpose and role of the enterprise in implementing the 360-degree assessment.
a) Assemble the project team
The implementation of 360-degree assessment by enterprises can be regarded as a project, and it is necessary to form a corresponding project team to determine the project leader, facilitate real-time follow-up of the evaluation progress, monitor the evaluation process, and organize the evaluation results.
b) Determine the content and object of the assessment
Subsequently, the purpose, content and object of the assessment should be determined, including the design of the evaluation model, the evaluation indicators and corresponding topics, and the evaluation method. Evaluation indicators are generally based on the needs of the company, for example, the 360-degree evaluation model of R company is to influence others, communication and coordination, business ability, goal setting and implementation, and professionalism, and the assessment method adopted is an online questionnaire and anonymous answers.
Both questionnaires and one-on-one interviews are methods of collecting feedback data for 360-degree evaluation, and questionnaires are relatively more commonly used. Traditional questionnaires are mostly answered with pen and paper. With the gradual digitization of information in enterprise office and management, electronic questionnaires and online evaluation systems have become more and more popular. R Company's 360-degree assessment is also the use of the Ren'a people 360-degree online evaluation system to achieve efficient, fair and convenient all-round assessment.
c) Evaluation of technical training
Finally, it is necessary to train the evaluator in the evaluation technique, explain the role and purpose of the 360-degree assessment to the evaluator, and avoid the subjective factors of the evaluator affecting the 360-degree assessment results. In addition, the 360-degree assessment attaches great importance to the validity of the answer sheet, so it is necessary to ensure the anonymity of the whole process during the evaluation process, strictly maintain the privacy of the assessor and the confidentiality of the assessment result report. Otherwise, it is easy to cause problems such as team conflicts and employee departures due to privacy protection issues.
<h1 class="pgc-h-arrow-right" data-track="37" >2. Evaluate the implementation phase</h1>
After determining the content, method and object of the assessment in the preliminary preparation stage, it is time to implement the assessment. Many companies will choose to outsource services at this step, and R companies are no exception, choosing a 360-degree evaluation system for people. So I'll show you the specific steps based on this system.
a) Create 360 assessment activities and enter the assessment questionnaire
Enterprises can create enterprise accounts in the background of the system, and the background will display all the evaluation activities under the account, and can retrieve the specified activities through the activity time, activity status and keywords.
The first step in the implementation of the assessment is to put the identified assessment questions into the system. The enterprise can manually enter the identified questionnaire questions into the system, or submit them to the dedicated customer service for batch entry. If you want to learn from other questionnaires, the system also has a built-in professional questionnaire template to choose from.
After the pending topic is included in the system, the enterprise can associate the topic with the evaluation indicator, such as the "influencing others" dimension associated with the question 1 to the topic 10, and the subsequent chart results will be presented on the evaluation report.
Based on the questionnaire form of the 360-degree evaluation, enterprises can also explain to the evaluators again by adding the function of the publicity page, so that the evaluators have a clear understanding and positioning of the 360-degree evaluation activities, thereby improving the authenticity of the evaluation data.
b) Upload the assessment list and invite participants in the 360 evaluation
According to the assessment list and evaluation relationship determined in the preliminary preparation stage, the enterprise can organize and upload the list according to the Excel template downloaded in the background of the system. If there are any omissions or errors, they can also be manually added and modified in the system background. The system will then automatically distribute the questionnaire by SMS and email based on the uploaded list.
After the list is uploaded, the company needs to set the weight of different evaluators. For example, the weight of the R company is set to:
Superior weight: 40%, peer weight: 30%, subordinate weight: 30%, self-assessment weight: 00%.
c) Follow up on the progress of the assessment
After the questionnaire is distributed, the enterprise can follow up the status of the evaluator's answer in real time in the background of the system. In general, on the third day after the questionnaire is distributed, the unfinished personnel who have been sent are emailed, and on the fifth day, the unanswered personnel are emailed a second email reminder. If there are personnel who have not answered after repeated reminders, they can compile a list and submit it to their respective leadership for urging.
d) Collation and analysis of assessment results
The system automatically collects the completed questionnaires and conducts data statistics, and produces a 360-degree evaluation report for individuals and a 360-degree evaluation report for the team under the premise of complete data. Company R was satisfied with the content of the evaluation report of the output, but hoped to add some content with company tags, such as logo, company accent color, etc., so it later re-customized a report. Here are some of the contents of the 360-degree evaluation report of Company R:
<h1 class="pgc-h-arrow-right" data-track="40" > third, result feedback and application stage</h1>
Relying on the mature online evaluation system, 360-degree evaluation can be implemented more efficiently and can be more conveniently applied to multiple scenarios, including performance evaluation, training effect evaluation, personal development, team analysis, internal selection and promotion, etc. For example, from the personal 360-degree evaluation report, we can understand the assessee's advantages and undeveloped items, so as to implement incentives for the assessees according to the results, formulate personal development plans or carry out internal job transfers.
From the perspective of enterprise development and talent management, if the enterprise wants to conduct a more in-depth and comprehensive investigation of the internal talent situation, we still recommend that the enterprise adopt the new model of "performance appraisal + 360 degree assessment + talent assessment".
The reason why the combination of these three methods will become the best solution for inventory managers is because through analysis, it can be found that these three methods of examination are from the three different perspectives of performance, ability and potential, as well as two different levels of external performance and internal potential, and the comprehensive decision-making reference will be presented to decision makers.
Hopefully, the above sharing will help you better implement the 360-degree assessment.