360度考核

360度考核 Medium Method of 360 degree performance evaluation, 360 degree assessment method is put forward, Edward & Evan in 1980s, after the 1993 U.S. magazine "the Wall Street journal" and "fortune" reference, has obtained the widespread attention and application. It is a kind of access to members of the organization work behavior from different angles of observation data, then analysis and evaluation method for obtaining information, including from superiors, colleagues, subordinates and clients 360 degree assessment method It also includes the individual's own evaluation. The advantages of this method are relatively comprehensive assessment, easy to make relatively fair evaluation, and through feedback can promote work ability, but also conducive to team building and communication. Its shortcoming is because of the evaluation from various aspects, the workload is relatively large, and there may be informal organizations that affect the impartiality of evaluation; and also requires employees to have a certain amount of knowledge to participate in the evaluation. The 360 degree assessment, also known as the comprehensive assessment method, was first put forward by Intel and implemented. This method refers to the employees, the boss, colleagues, subordinates, customers and other different subjects to understand their working performance through critical awareness various views, clear their own strengths and weaknesses, to achieve their purpose. Edit the main content of this paragraph If employees want to know how others evaluate themselves, their feelings and other people's evaluation is consistent, you can mainly put forward to make a 360 degree assessment. Of course, this assessment is not every employee must do, usually work longer staff and backbone staff. 360 degree appraisal law is divided into assessment was associated with employee's superiors, peers, subordinates, clients of the four groups, each group of at least 6 people. Then the company uses external consultants to do the analysis, make a report and pass it on to the person being evaluated. The content of the examination is mainly related to the content of the company's values. Four groups of personnel according to the assessment of the person's understanding, he meets the content does not conform to the values, in addition to the circle 360 degrees assessment method Besides, the three strongest aspects of the person being examined are given. The analysis table is very thin, each of the same level, higher level, lower level will have different evaluation, through these by the specialized consultant company analysis, obtains the appraisal result to the appraisal person. If the examined person finds that at any point, some groups have lower ratings than the same level, and he can find several people in the group to communicate, and propose "I hope to help me". This will help to improve the effect of employees. The design is 360 degrees, in order to avoid the impact of human factors in the assessment. This assessment is facing, stressed that this is just a way to improve their final results, focusing on. Edit the feedback of the 360 degree assessment At present, many companies first introduced 360 degree evaluation, mostly commissioned professional consultants, because it contains a lot of technology, professional consultants have established and trained personnel, more experience, a greater chance of success, if the first consideration dominated by your company, the risk is too high, once failed, it is very difficult to regain the confidence of employees. The following is a rough discussion of the main processes and steps of the 360 degree assessment feedback, each of which affects the success or failure of the evaluation results: (1) defining objectives (Define, Objective); Each evaluation must first know why the purpose of evaluation, for example, is to understand the whole company in training and development needs, or in the high order main leadership performance, different purposes have different questionnaire, content and object evaluation will be different. (two) development of functional standards and primary conduct (Develop Competency/Dimensions) second step is based on the purpose of evaluation to determine the evaluation criteria and the main functions of behavior why, for example, if the purpose of evaluation is to understand the leading personnel training needs, we must first work out the requirements of the company must have an excellent leader of the functions of Why 360 degree assessment method There may be analysis to develop subordinate competence, communication, etc., or personal influence, innovation and so on, each company required leadership is different, so this step is tailored according to the individual situation of the company. Once the function is determined, according to each function for the main behavior, such as analysis ability of this function, the main behavior may be collected and distinguish different causal relationship between event data to understand the problem, summarized the different information, make a logical conclusion. (three) develop questionnaires according to functional standards (Develop Questionnaire) once the function and main behavior is determined, can proceed the questionnaire development, questionnaire the subject from the main behavior function to choose, because it is the behavior of the company is expected to be shown as assessment, assessment standard for this meaningful. As for the subject the amount required to consider the function of the number and the time required to answer the questionnaire, for example, if the evaluation shall be 10 functions, each function with 4 questions to determine the subject on the questionnaire of 40 questions, answer the questionnaires of the time may be 20 minutes, but some people may have to answer evaluation many questionnaires, so time is very impressive. (four) select the assessed and the assessor (Select, Targets, and, Rators) develop the questionnaire at the same time, you can select the evaluation of the protagonist (Target), and to give each actor scoring evaluator (Rator). Evaluation of people is also must be assessedpeople have fully interactive, have the opportunity to observe the behavior of some companies is competent to decide the assessment, some companies are being evaluated by the selection, and then by the competent to refer to the company's culture to adjust. (five) advocacy and education (Communication, and, Training) this is the core step of the whole process. Communication and education deeply affect the mentality and correctness of scoring. The main principle of communication is to be clear to the assessment of the purpose and interests of companies and individuals, let the participants know this new assessment method, the benefits of what it is; and is allowed to understand the operation details and answer standard, allowing them to assess the fairness and impartiality and confidentiality deep confidence, advice Books All personnel can be assembled before the performance review is made, Make a statement. In fact, the execution process has been in communication and leadership support and participation has great influence, therefore, most of the proposed high-level evaluation method of Buy-In after this, before considering the execution probability of success will be so high. (six) testing (Pilot Test) after completing the questionnaire, first please some personnel testing, testing focus on prevention is unclear, described in the problem behavior, is unable to observe, to make the final adjustment according to the testing personnel reaction. (seven) performance appraisal; (Conduct Evaluation) there are many forms of questionnaires, including paper questionnaires, disk files, and network direct answers. They can be used to consider the company's equipment, budget and manpower. At this point, it is necessary to give the evaluator sufficient time to complete all the questionnaires and count the time when the questionnaire was sent and the time it was taken back. (eight) data calculation and reporting development (Score and Create Report) when all the questionnaires are recovered after the input and analysis of data, confidentiality is very important at this time to perform this step, because people will see the contents of the questionnaire, which is why many companies will comply with the third company to reason, in addition to professional technology, great consideration is to be completely confidential. (nine) provide feedback to action plan (Provide Feedback and Develop Action Plan) to give feedback is a very important technology and art, it should let people know what the evaluation results, the emotional processing results are discussed with the parties, how to reach a consensus, develop a plan of action, these need to be trained, if the last pass or improper treatment the subsequent action will enable participants to settle a matter by leaving it unsettled, the evaluation system of doubt, the next time it won't support. The implementation steps of the 360 degree feedback evaluation include six aspects: 1. Set up the 360 degree feedback evaluation team. Should pay attention to here is for the evaluation of the choice, no matter is specified by the assessment of their choice or by the superior, should get the evaluation of the agreement, so as to ensure that the evaluation results of recognition and acceptance. 2 、 train and guide the evaluators. Train and guide the chosen evaluator on how to provide feedback and evaluation methods to others. 3, implement the 360 degree feedback evaluation. At this stage, it is necessary to strengthen the monitoring and quality management of the actual measurement process. For example, from the opening questionnaire and payment, read the instructions to answer questions, the process of rewinding and sealed confidential, the implementation of standardized management. If the implementation process is not prepared, the overall result is null and void. 4 、 statistical score data and report the results. At present, there is a special 360 degree feedback evaluation software which is used to support statistical score and report results, including drawing and timely rendering of various statistical charts, which is very convenient to use. 5, let the evaluated people realize the purpose of 360 degree feedback evaluation. How to evaluate and accept the feedback from others can be conducted by lectures and individual counseling. The key is to establish the reliability of the purpose and method of evaluation. And reward, salary linked to only one aspect. To be appreciated by the reviewers, the 360 degree feedback evaluation results are mainly used to provide advice for managers, employees, improvement work and future development. 6. Make plans for feedback. Enterprise management departments for the feedback of the plan of action, and also by the consulting firm to assist in the implementation, they independently report data processing and results, the advantages of the reported results are more objective, and can provide the general solution and development plan guide. However, the Department of human resources management of enterprises should play a leading role in the evaluation of the implementation, because any enterprise has its own unique problems, and is closely related to enterprise development strategy and key management work related to the market competition strategy, experts in many aspects with the evaluation, the effect will be better. Edit the merits and demerits of the 360 degree assessment method The advantage of the 360 degree assessment method lies in: (1) breaking the traditional appraisal system under the superior examination, can avoid the traditional assessment are very prone to the senior high school entrance examination of nuclear "halo effect" and "central tendency", "tight or loose" and "personal bias" and "blind assessment" phenomenon. (2) it is difficult for an employee to influence many individuals, and management gets more accurate information. (3) it can reflect different opinions of the same examiner. (4) to prevent those who have been evaluated for quick success and instant benefit (such as just focusing on performance indicators closely related to salary). (5) more comprehensive feedback will help improve the ability of those who have been examined. 360 degree assessment method is actually the employees involved in the management, increase their autonomy and job control to a certain extent, the enthusiasm of the staff will be higher, the organization will be more loyal, improve the staff's satisfaction. The shortage of 360 degrees lies in: (1) the examination cost is high. When a person is going to assess a number of partners, the cost of time is up, and the cost resulting from the joint examination of multiple people may exceed the value of the assessment. (2) some employees become petty way. Criticism and suggestions of some employees do not face the boss and colleagues, will work on problems rise to personal emotions, "a chance to use the assessment". (3) it is difficult to assess the training. The organization shall conduct training to all staff on the assessment system, as all employees are both evaluators and assessors. Edit this section 360 degree examination method in domestic application difficulty With the application of network information technology in management affairs and "people-oriented" management idea in the western management become the leading management idea, 360 degree performance appraisal method has been widely used in many enterprises in western countries, and its specific form is also constantly. But many enterprises in our country currently does not have the implementation of 360 degree assessment method of external conditions: one is the use of network information technology in the management of affairs is still in the construction period and the period, many enterprises have not formed the internal information network platform can support 360 degree assessment needs, to promote the 360 degree evaluation will undoubtedly improve check cost; The two is the traditional cultural values in most members of the self managing and self restraint consciousness was weak, some of the staff and the quality is difficult to ensure that they can rationally use the organization gives their rights, the idea of "official standard" to make the most of the organization leader from consciousness to accept supervision and criticism from subordinates. These two factors have greatly restricted the application and promotion of the 360 degree assessment method in our country, and the construction and transformation process of these two aspects can not be completed in a short time. Edit this paragraph in the actual use of domestic matters needing attention (1) review the appropriateness of the 360 degree assessment method based on the life cycle and business type of the enterprise. Generally speaking, the company is in the start-up stage is not appropriate, high-tech and other results oriented enterprises should not adopt. (2) establish and implement the external environment of the 360 degree assessment method. Network and information office conditions can shorten the assessment time and reduce the cost of assessment; harmonious, cooperative and mutually supportive work atmosphere can ensure the normal examination. (3) a reasonable definition of the examiner and the person being examined. Not everyone has to be evaluated by the employees, their superiors, colleagues, subordinates, and customers. In principle, the examiner must understand and be familiar with the work being examined, should not be transferred to those who have been assessed without any business contacts, and become evaluators. (4) determine the assessment factors according to actual needs. Different levels, different work nature of the assessment elements are different. The assessment factors such as top management including goal consciousness, exemplar, decision-making, coordination and evaluation elements of general staff including responsibility, discipline, work speed, business skills and other factors; evaluation of R & D personnel is innovation evaluation elements of financial personnel work is rigorous and strict adherence to the financial system. (5) choose the suitable examination method. Generally speaking, the more specific the target, the less the process should be evaluated. The assessment methods used by different assessors are different. For example, the examiner is the boss, it is appropriate to adopt the MBO method, the assessment is a colleague and examiner, suitable for their own behavior anchored evaluation method, assessment is subordinate and customer suitable for the use of critical incident method. (6) setting up a suitable examination cycle. The assessment cycle for different examiners is different. In principle, those who are in close contact with the business apply a shorter examination cycle, and the shorter job cycle is suitable for those whose posts are lower. To sum up, 360 degree assessment method for different enterprises and those who have been assessed, may be 90 degree assessment, 180 degree assessment, 270 degree assessment, etc., must not engage in a "one size fits all". Edit the results of this section deviate from the impact of performance factors 1, the influence of the traditional culture, employees lack awareness of participation and management of 360 degree assessment attempts to collect more information about the examination, on the other hand, is to give employees express their aspirations, to participate in the management practice in the channel. But the level of strong sense Chinese did not seem accustomed to express their views on management, or superior, is the so-called: not in its place, not their government. In addition, the pursuit of a harmonious collectivism culture, To a certain extent, it limits the expression of negative attitudes in organizations, and people can seldom communicate with each other for the purpose of promoting organizational development or personal growth. It is always an affront to a man's not so good judgement. Coupled with the complexity of relationships and lack of trust in some organizations, there are always people who are worried and unwilling to express what they really think. 2, the rights and responsibilities of employees can be unequal, the evaluation result of irresponsible performance appraisal is often linked with the appointment and removal of personnel and salary results, is essentially a kind of management rights, a prerequisite for the exercise of the right is the right and responsibility to connect and supervised. However, in practice, due to the sensitivity of the personnel assessment, often take the anonymous way, so that the people for the examination results without any responsibility, so in practice this is not the right of supervision will inevitably be abused. 3, rater blind expansion, or the evaluation index and evaluation does not match, causing evaluation evaluation of the information is not sufficient since the examination is a kind of management on the right, if such right to some people, but not to others, will not have a balance in the enterprise, the limits of rights where the plan is often very subtle, especially when we are at the same level. At this time, the examination organizers may be forced to expand the scope of the appraiser, so that many people who are not familiar with the evaluation should exercise the right to examine and evaluate the evaluated persons. In addition, the relationship between work restrictions, managers often can only understand the evaluation of information from one side, when asked to evaluate the evaluation evaluation of all performance indicators, will also appear in case of insufficient information. 4, good effect, halo effect and other psychological factors, the performance evaluation for evaluation the overall impression of the so-called compassionate response effect, refers to people in the evaluation of others, tend to exceed the negative evaluation of the positive evaluation of others. Therefore, we will see that most of the results will be skewed skewed if they are not enforced, i.e., most people will concentrate on higher grades. The halo effect refers to the evaluation for a prominent trait of a person will affect the overall assessment of a person, this may explain why people tend to one person in each evaluation index on the performance of given consistent evaluation. Edit the notes in this paragraph 1, the examination table design and assessment of the scope of the definition should be reasonable, first of all, should let the familiar with the situation, not all people to participate in evaluation. Second, should avoid assessment of general evaluation of the assessment indicators, but should be given the specific operational definition of the meaning of evaluation index can be described, can also be specified, the related behavior frequency of the word, to guide all assessment evaluation according to the same standards. Third, should also be based on the specific view of each level assessment, reasonable arrangements for different levels of assessment of different indexes on the assessment of the evaluation, and not engage in "broad brush"; even from the convenient point of view, Different levels of examiners use the same assessment table, should also be based on "familiar with only have the right to speak" principle, reasonable design weights. 2, the training of examiners is essential, in order to prevent the evaluation criteria become a mere formality, it takes time and energy to train the assessors, and it is necessary to ensure that consensus is reached on the assessment standards. Unfortunately, this is a neglected aspect in practice. If conditions permit, another alternative is to invite the third party advisory bodies, collect information through interviews or open questionnaire, with objective criteria to collect information for unified encoding, formation evaluation of the assessment of the. 3, pay attention to the appraisal process consistent due to 360 degree assessment personnel involved in a wide range, in the stage of information collection often require on-site assessment to different organized multiple sessions are completed, which relates to the consistency of the evaluation process of the problem, should try to avoid the same directions, the organizers of the spot to play. For example, words such as "not taking too much time" are likely to become a hint of the results of the examination. 4, prudent use of 360 degree assessment results in 360 degree assessment of 360 degree feedback (feedback 360degree) is a common translation, its original intention is the performance of staff feedback, help staff to recognize their own shortcomings, and targeted improvement. But when it is used as an assessment method that will affect employees' salary and promotion, it should be soberly aware of its possible problems and be cautious.