360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.
Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses.
360 Feedback can also be a useful development tool for people who are not in a management role. Strictly speaking, a "non-manager" 360 assessment is not measuring feedback from 360 degrees since there are no direct reports, but the same principles still apply. 360 Feedback for non-managers is useful to help people be more effective in their current roles, and also to help them understand what areas they should focus on if they want to move into a management role.
Para su conveniencia, debajo del texto en español le brindamos la versión completa de este formulario en inglés.
For your convenience, the complete English version of this form is attached below the Spanish version.
Retroalimentación De 360 Grados - 360 Degree Feedback Evaluation of Employee
State:
Multi-State
Control #:
US-0017BG
Format:
Word
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How to fill out Evaluación De Retroalimentación De 360 Grados Del Empleado?
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Es preciso actuar sobre cuatro elementos donde pueden detectarse las deficiencias: conocimientos, actitudes, habilidades y valores. La evaluacion de 360 grados es un proceso laborioso, seA±ala Human Smart.
ASI FUNCIONA LA EVALUACIAN 360 GRADOS:HAGA UNA REUNIAN DE PREPARACIAN.PIERDA EL MIEDO Y EVALAE.TABULE LOS DATOS Y ANALICE EL ALCANCE.DA UN FEEDBACK PERSONALIZADO.IMPLEMENTE UN PLAN DE DESARROLLO PARA CADA UNO.
ASI FUNCIONA LA EVALUACIAN 360 GRADOS:HAGA UNA REUNIAN DE PREPARACIAN.PIERDA EL MIEDO Y EVALAE.TABULE LOS DATOS Y ANALICE EL ALCANCE.DA UN FEEDBACK PERSONALIZADO.IMPLEMENTE UN PLAN DE DESARROLLO PARA CADA UNO.
La Evaluacion 360 Grados es el conjunto de retroalimentaciA³n sobre competencias profesionales y personales que recibe un colaborador por parte de sus compaA±eros de trabajo, que sirve como apoyo para identificar sus principales fortalezas y A¡reas de oportunidad.
Con una evaluacion de desempeA±o 360, las organizaciones pueden analizar y calificar el rendimiento de los empleados. Esta tarea debe realizarse continuamente y abarcar todos los sentidos o direcciones, es decir, de gerentes a empleados, de empleados a gerentes, entre compaA±eros de equipo y entre departamentos.
La evaluacion 360 grados es un proceso en el cual los empleados reciben retroalimentaciA³n de sus compaA±eros, del gerente o de la autoridad a la que reporta de manera directa. La naturaleza de esta retroalimentaciA³n es confidencial.
La evaluacion 360 grados es un proceso en el cual los empleados reciben retroalimentaciA³n de sus compaA±eros, del gerente o de la autoridad a la que reporta de manera directa. La naturaleza de esta retroalimentaciA³n es confidencial.
Las evaluaciones de 360 grados permiten contar con una vision mA¡s completa, que va mA¡s allA¡ de tan solo una o dos opiniones. Al recibir feedback de mAºltiples fuentes, se obtiene un panorama integral, para que cada empleado pueda comprender las A¡reas que necesita desarrollar.
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Con la evaluación 360 grados logramos: Medir el rendimiento de los empleados. Evaluar las competencias.Capacitar sin evaluar es como leer sin imaginar. Las evaluaciones de 360 grados en realidad no se enfocan en el desempeño, sino en todos los aspectos que se pueden atribuir a la conducta de un empleado.