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Finding All the Angles: New Cases for 360-Degree Feedback

Topic:
Finding All the Angles: New Cases for 360-Degree Feedback
Date:
August 16, 2012 at 3:30 - 4:30 PM ET
Presenters:
Devin Mattson, Manager(Qualtrics)
Estee Ward, Corporate 360 Accounts(Qualtrics)
webcastImgVirtual
Description
360-degree feedback can be a powerful tool when it provides the impetus for an employee’s developmental process. It becomes a burden when organizations fail to implement action plans based on evaluation results. Studies have shown that organizations spend significant time and money on conducting 360s, and thus have little incentive to funnel additional resources into follow-up activities. Consequently, multi-rater feedback is a privilege given only to employees deemed ‘high potential’.

Technology is the key to unlocking the power of 360s. In collaboration with Stanford, UCLA, and The Wharton School of Business, we’ve developed a cloud-based assessment platform that streamlines the entire process, from creating questions and competencies, to launching the forms, to gathering the data in real time and designing reports. This has revolutionized the way our clients use 360 feedback to develop and manage the talent that contributes to their organization’s objectives.

First, it gives development programs the opportunity to expand vertically to all levels of an organization. One of our clients is in the process of administering over 30,000 assessments to its employees. One of the largest companies in the multinational banking services industry aims to invite all 70,000 of its employees. Cloud-based technology, with an intuitive user interface, a free form report editor, and total control over creating and launching the form, all at an extremely low price-point, gives organizations the leverage to conduct 360s on a massive scale.

Second, people are also considering new ways to change 360s into a 180, or a round-robin, or a multi-rater assessment with various teams acting as participants. Such flexibility within our system generates new ways to approach 360s that are unique to the organization’s structure and behavior.

In short, today’s technology taps into the true potential of 360 evaluations. Organizations can make such feedback available to all of its employees, not just the ones at the top of the totem pole. Customized questions and competency libraries provide tailored forms and more accurate results. As 360s processes become more efficient and cost effective, organizations gain greater flexibility in how they turn feedback into real development, on both the individual and collective level.

NOTE - This webcast does not qualify for HRCI credits
Who Should Participate
All are welcome, but specifically: Leadership Development, Organizational Development/Effectiveness, Talent Management, Employee/Learning Development, HR Generalists
What You Will Learn
The challenges and pitfalls in conducting or administering traditional 360-degree feedback evaluations; Unique uses for 360 feedback; And an overview of the Qualtrics 360 assessment platform and some of its customizable features.
Recommended Resources
Qualtrics Website
Communities
Human Resources Management
Training and Development
Leadership
Organizational Development
Performance Management
Competencies
360 Feedback
Strategic HR
Leadership Training and Development
Evaluations
HR Industries
Presented by
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Devin Mattson
Qualtrics

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Estee Ward
Qualtrics

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Event Sponsors
Qualtrics
Qualtrics software enables users to do many kinds of online data collection[1] and analysis including market research, customer satisfaction and loyalty, product and concept testing, employee evaluations and website feedback.
File List
Feedback
Name Comment Rating
Image of Charlene McTier Charlene McTier
Spawar Space And Naval Warfare
5 / 5
Excellent Presentation
Image of Carla Harkness Carla Harkness
SC Budget And Control Board
3 / 5
Good Presentation
Image of Doreen Johnson, PHR Doreen Johnson, PHR
Quanex IG Systems
3 / 5
Good Presentation
Image of Sharon Lin Sharon Lin
University Of Minnesoa
3 / 5
Good Presentation
Image of Vicki Costello Vicki Costello
University Of South Florida Physician Group
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Mayerlin Arias, PHR/CIR/CDR Mayerlin Arias, PHR/CIR/CDR
Coca-Cola Enterprises Inc. (Corporate Headquarters)
4 / 5
Very Good Presentation
Image of Grace Charles Grace Charles
AT&T Corp.
4 / 5
Very Good Presentation
Image of Dramond Hester Dramond Hester
Allstate Corporation
3 / 5
Good Presentation
Image of Sabrina Plog Sabrina Plog
OGE ENERGY CORPORATION
3 / 5
Good Presentation
Image of Maria Martinez Maria Martinez
Unemployed
4 / 5
Very Good Presentation
Image of Michael Naylor Michael Naylor
NC League Of Municipalities
3 / 5
Good Presentation
Image of Dalene Crowder Dalene Crowder
Verizon Telecom
4 / 5
Very Good Presentation
Image of Diane Clemens Diane Clemens
Minneapolis Public Schools
3 / 5
Good Presentation
Image of Cathy Lawpaugh Cathy Lawpaugh
Unemployed
5 / 5
Excellent Presentation
Image of Tessa Pekarcik Tessa Pekarcik
Germain Motor Company
I did not feel that it was beneficial. Just felt that they were trying to sell their product. 2 / 5
Poor Presentation
Image of Ed Gorenak Ed Gorenak
Bramalea Community Health Centre
ok (i.e. nice product) but more of a sales thing than informational. 3 / 5
Good Presentation
Image of Donald Sabathier Donald Sabathier
Sabathier & Associates
Seemed very disjointed. 2 / 5
Poor Presentation
Image of Ginette Kruschel Ginette Kruschel
Interior Health Authority
The product seems very good. 3 / 5
Good Presentation
Image of Ron Stone Ron Stone
Center for Performance and ROI, Inc
the slides on the HR.com site do not match the slides the speakers used. This was a sales call for the speakers describing the capability of their product.. 3 / 5
Good Presentation

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