| Experiencing 360-Degree Feedback 360-Degree Feedback Training: Experiencing 360-Degree Feedback covers how organizations use 360-degree feedback, the benefits of using 360-degree feedback, and the different methods for collecting 360-degree feedback. The training program also covers the criteria for selecting raters, the types of rating biases, and guidelines for rating an employee's performance. Additionally, the training program covers the type of information provided in 360-degree feedback, guidelines for communicating disagreement about the feedback, and steps for developing an improvement plan. Learn To - Identify the types of information that should be covered in 360-degree feedback.
- Identify the characteristics of effective 360-degree feedback programs.
- Identify criteria for selecting raters.
- Match the rating biases with their descriptions.
- Sequence the steps for developing an improvement plan.
Training Audience The target audience for this training program is employees and anyone who wants to learn more about what a 360-degree feedback program is. Total Training Time 2 to 4 hours Training Objectives Unit 1: Understanding 360-Degree Feedback Programs (0.5 - 1 hour) - Identify how organizations use 360-degree feedback.
- Identify the types of information that should be covered in 360-degree feedback.
- Identify the characteristics of effective 360-degree feedback programs.
- Identify the methods for collecting 360-degree feedback..
- Simulation Overview:
- In this simulation, you will meet with two managers to introduce a 360-degree feedback program that Icon is implementing. You will need to explain the types of information that should be covered in feedback, characteristics of an effective program, and methods for collecting 360-degree feedback.
Unit 2: Understanding 360-Degree Feedback Programs (0.5 - 1 hour) - Identify criteria for selecting raters.
- Match the rating biases with their descriptions.
- Select the guidelines for rating an employee's performance.
- Identify the guidelines for rating an employee's performance.
- Simulation Overview:
- In this simulation, you will meet with a Human Resource Manager to discuss rater selection and different rating biases. Throughout the coversation, you will be asked questions to test your understanding of the information.
Unit 3: Receiving 360-Degree Feedback (1 - 2 hours) - Identify the types of 360-degree feedback you can receive.
- Identify the steps for communicating disagreement with the feedback you receive.
- Identify the guidelines for improving performance.
- Sequence the steps for developing an improvement plan.
- Simulation Overview:
- In this simulation, you will meet with an employee who is about to receive 360-degree feedback for the first time. You need to explain the different types of feedback she can receive, what to do if she disagrees with the feedback, and the guidelines for improving performance.
| Implementing a 360-Degree Program 360-Degree Feedback Programs Training: Implementing a 360-Degree Program covers the 360-degree feedback process and explains how to develop a feedback questionnaire, choose a collection method, and select raters for 360-degree feedback. The training program also covers how to create training programs for providing and receiving feedback, as well as how to analyze 360-degree feedback results, develop an improvement plan, and present 360-degree feedback results. Learn To - Sequence the steps for creating a 360-degree feedback questionnaire.
- Identify the methods for collecting 360-degree feedback.
- Demonstrate an understanding of how to select raters for 360-degree feedback.
- Identify the types of information a training program for raters of 360-degree feedback should include.
Training Audience The target audience for this training program is HR employees, managers, and senior managers who want to learn how to implement a 360-degree feedback program. Total Training Time 2 to 4 hours Training Objectives Unit 1: Creating a 360-Degree Feedback Program (0.5 - 1 hour) - Select the uses of 360-degree feedback.
- Sequence the steps for creating a 360-degree feedback questionnaire.
- Demonstrate an understanding of how to develop a 360-degree feedback questionnaire.
- Identify the methods for collecting 360-degree feedback.
- Demonstrate an understanding of how to choose a collection method for 360-degree feedback.
- Identify the criteria for 360-degree feedback raters.
- Demonstrate an understanding of how to select raters for 360-degree feedback.
- Identify the elements of an effective 360-degree program.
- Simulation Overview:
- In this simulation, you will meet with Robin Carlson, the Human Resources Director in Icon's San Francisco Computing Hardware and Software Division. As a Human Resources Manager, you are in charge of helping the division implement a 360-degree feedback program to evaluate employee performance. The program will first be run as a pilot program in the Marketing department. Robin has asked to meet with you to go over how you intend to create the program. She will ask you a series of questions about developing questionnaires, collecting the information, and selecting the raters.
Unit 2: Training 360-Degree Feedback Participants (0.5 - 1 hour) - Identify the types of information a training program for raters should include.
- Train 360-degree feedback raters.
- Explain how to avoid rating biases.
- Identify the types of information a training program for ratees should include.
- Simulation Overview:
- In this simulation, you are the Human Resources Manager of Icon's San Francisco Computing Hardware and Software Division, and you are in the process of implementing a pilot 360-degree feedback program in the Marketing department to evaluate employee performance. You have planned a series of meetings to train the employees who will be participating in the program as raters. However, three of the marketing employees will be at a trade show when you are holding your training sessions, so you're holding a smaller session for them. The employees you are meeting with are Lori Myers, the Trade Show Coordinator; Cindy Becker, a Marketing Assistant; and Paul White, the Marketing Communications Manager. Your goal is to train them to provide feedback that is effective, constructive, and accurate.
Unit 3: Distributing 360-Degree Feedback (1 - 2 hours) - Select the steps for analyzing 360-degree feedback results.
- Demonstrate an understanding of how to analyze 360-degree feedback results.
- Demonstrate an understanding of how to develop an improvement plan for an employee.
- Identify the guidelines for preparing to present 360-degree feedback results.
- Demonstrate an understanding of how to present 360-degree feedback results.
- Simulation Overview:
- In this simulation, you will meet with Robin Carlson, the Human Resources Director to discuss the results of the 360-degree feedback that you've been responsible for gathering as the Human Resources Manager. To ensure that the information is correctly utilized, Robin is going to ask you a series of questions about analyzing the information and presenting it to the employees.
| Max. the Benefits of 360-Degree Feedback 360-Degree Feedback Training: Maximizing the Benefits of 360-Degree Feedback covers how to enhance the use of 360-degree feedback, address employee performance, and support employee development. The training program also covers how to reinforce organizational goals in 360-degree feedback and when to provide coaching, mentoring, and leadership development to employees. Learn To - Identify the guidelines for ensuring that a 360-degree 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 360-degree feedback.
- Identify the skills you should teach in a leadership development workshop.
Training Audience The target audience for this training program is HR employees, managers, and senior managers who want to learn how to implement a 360-degree feedback program. Total Training Time 2 to 4 hours Training Objectives Unit 1: Enhancing the Use of 360-Degree Feedback (0.5 - 1 hour) - 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 Icon’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 Icon’s goals, and about the program’s expected ROI.
Unit 2: Addressing Employee Performance (0.5 - 1 hour) - 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 Monica’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 D’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 (1 - 2 hours) - 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, Icon’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.
|