360-Degree Feedback: Maximizing the Benefits of 360-Degree Feedback

Audience

HR employees managers and senior managers who want to learn how to implement a 360-degree feedback program.

Objective

• Identify the guidelines for ensuring that a 360degree feedback program meets its organizational goals.
• Help a poor performer meet his or her performance standards.
• Help an average performer get out of his or her comfort zone.
• Help a high performer find a new opportunity for development.
• Identify the mentoring resources that should be offered as part of 360degree feedback.
• Identify the skills you should teach in a leadership development workshop.

Topics Include

Unit 1: Enhancing the Use of 360-Degree Feedback

• Demonstrate an understanding of how to increase employee involvement to ensure the success of 360-degree feedback.
• Identify the guidelines for ensuring that a 360-degree feedback program meets its organizational goals.
• Demonstrate an understanding of how to ensure that 360-degree feedback meets organizational goals.
• Identify the calculations needed to estimate the ROI of a 360-degree feedback program.
• Demonstrate an understanding of how to use the ROI information of a 360-degree feedback program.
• Simulation Overview:
• In this simulation you will meet with John Cunningham the Director of Human Resources in Icona s San Francisco Computing Hardware and Software Division. As a Human Resources Manager you are in charge of implementing a 360-degree feedback program and John wants to make sure you have correctly planned how to enhance the use of the feedback at the end of the program. He will ask you a series of questions about how you plan to use employee feedback regarding the program to ensure its success how you intend to ensure the program will meet Icona s goals and about the programa s expected ROI.

Unit 2: Addressing Employee Performance

• Identify the guidelines for helping poor performers meet their performance standards.
• Help a poor performer meet his or her performance standards.
• Identify the guidelines for helping average performers get out of their comfort zone.
• Help an average performer get out of his or her comfort zone.
• Identify the guidelines for helping high performers find new opportunities for development.
• Help a high performer find a new opportunity for development.
• Simulation Overview:
• In this simulation you are the Manager of the Research and Development Department. A 360-degree feedback program has just been completed in your department and you need to help three different employees maximize the feedback they received through the program. First you meet with Monica Merino a Research and Development Engineer. The results of Monicaa s 360-degree feedback show she is an average performer who has the potential to contribute much more to the company. Following your meeting with Monica you will meet with Greg Baldwin a Research and Development Engineer who is currently a poor performer. Finally you will meet with Marcus Da Angelo a Research Product Marketing Manager whose feedback indicates he is a high performer. Your goal for each of the meetings is to use the appropriate guidelines to effectively address the poor average and high performances of your employees and help them perform to a higher level.

Unit 3: Supporting Employee Development

• Identify the mentoring resources that should be offered as part of 360-degree feedback.
• Identify information that should be included in a coaching workshop.
• Demonstrate an understanding of how to use mentoring to support employee development.
• Demonstrate an understanding of how to use coaching to support employee development.
• Identify the skills you should teach in a leadership development workshop.
• Demonstrate an understanding of how to use leadership development to support employee development.
• Simulation Overview:
• In this simulation you will meet with Mildred Parcels Icona s Organizational Development Manager. Mildred is an expert in performance management and training and development procedures and she is going to make sure that as the Manager of the Research and Development Department you are prepared to support the development of your employees. In this meeting the two of you will discuss using mentoring coaching and leadership development to help your employees perform at the highest level.

Duration

4

Minimum Requirements

The CDROM version of this course requires:

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).
• At least a double speed CDROM drive.
• An MPC compliant sound card with attached speakers or headphones is recommended (Currently only the CDROM version supports audio).

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM and 22MB available hard disk space or file server space.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).

Media