Do you want to deliver your own 360-Degree Feedback training courses?
Now you can use these course materials to deliver your own 360-Degree Feedback training courses. And, the course materials can be used to instruct anyone that needs to effectively participate within 360-Degree Feedback initiatives. This includes managers, supervisors and line staff.
So, what is 360 degree feedback? And, why is it so important?
360 feedback involves employees receiving anonymous and confidential feedback. And, this feedback is provided by the people that the employee works with.
To illustrate, a 360 degree employee evaluation can include feedback from peers, direct reports and even customers.
A 360 degree feedback process can be used as performance appraisal or as a developmental tool through which individuals can identify their strengths and weaknesses.
What you need to know about delivering your own 360-Degree Feedback training courses
Safely guide your participants on why companies use performance appraisals. Next, discuss key implementation areas. Then, explore eight different appraisal techniques. And, outline an effective 360 degree feedback process that participants can use.
The following topics are covered within the slides, manuals and support materials provided.
Why do we have performance appraisals – Start the course by discussing how 360 degree feedback, or multi-rater feedback, is an important opportunity for both managers and employees. Then, explore the important elements of performance appraisals. Next, examine why companies have performance appraisals. And, discuss the benefits of an appraisal process. Then, examine the role that both managers and employees play. End this section by exploring the role of self-assessment.
Explore eight appraisal techniques – First, highlight eight common appraisal techniques. Then discuss ranking, paired comparisons, the critical incident technique and free form/narrative techniques. And, explore self-assessment, assessment centres, performance and rating techniques.
Key implementation areas – Next, discuss the key areas where 360 degree feedback and performance appraisals are used. In particular, what is 360 feedback? And, why is 360 degree feedback so important?
Introducing a 360 degree feedback process – Outline a simple ten step 360 degree feedback process.
Are you ready for 360 degree feedback – First, explore whether their organization is ready for 360 degree feedback. For example, this section discusses the importance of top management buy-in. Use the materials to examine how past experiences with appraisals can also determine the success of the appraisal process. Next, explore the role of coaching and management skills on the performance management process. And, discuss the concepts of trust and interdependence. The section ends by looking about self-assessment and organizational stability.
Why some 360 degree feedback programs fail – To conclude, explore the strengths and weaknesses of appraisals. Next, examine potential problems that can occur. And, discuss why these initiatives can sometimes fail.
Upon completion of this training course in 360 degree feedback, your participants will be able to:
– Identify the main benefits of performance appraisals
– Identify the roles of managers and employees
– Understand eight common performance appraisal techniques
– Identify two implementation areas
– Use 360 Degree Feedback
– Determine whether an organization is ready for 360 Degree Feedback
– Understand why 360 Degree Feedback Programs can sometimes fail
What you will receive
On completion of your order, you will instantly receive the following:
– 57 page facilitator manual
– 69 page participant manual
– 69 powerpoint slides
– Practical exercises
– Further reading
– Course evaluation form and action plan
We will also send you the following expert guides for use within your training courses:
– How to use icebreakers
– How to use training games
– How to improve listening skills
– How to improve questioning skills
– How to select materials and methods
– How to increase participation
– How to deal with difﬁcult people
– How to evaluate training courses
“Oak provides a wide range of training modules for both organizational, management and employee development. The training modules and manuals are very well designed and offer a practical solution to the provision of training. As the Training and Development Manager of a large organization I will be using Oak products as they are practical, effective and can be customized for the needs of our company.”
Training & Development Manager
Musgrave SuperValu Centra
“Oak continually attends to the needs of various businesses and either creates or adjusts training modules on a variety of topics to be self-contained, practical and easy to use. And they stand behind every product with personal service.”
Rey Carr, CEO,
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