Outcomes From and Methods for Your 360 Feedback Process

Outcomes From and Methods for Your 360 Feedback ProcessOutcomes From and Methods for Your 360 Feedback Process360 Degree Feedback Process Recommended Methods One of the great debates about360-degree feedbackis how to collect the data, administer the chosen method of data collection, and provide feedback to the participants. If you are offering a 360-degree feedback process, the method you use to collect and share the information will make or break your process. There are several important questions to ask and answer regarding the method used to collect and providemulti-raterfeedback. Will your organization use an anonymously filled out instrument or promote face-to-face, or knownraterfeedback, or a combination of these actions?Who will select the raters? (This varies from one organization to another with fruchtwein using a combination of employee selected raters and management selected raters.)How much training will raters receive about filling in the instrument and how to provide m eaningful feedback? They need to understand the powerful impact obtained when they use specific examples of employee behavior either functional or dysfunctional behavior. What code of conduct regarding feedback given will the organization espouse? Think of words such as honest, truthful, professional, kind, respectful, caring, and genuinely interested as words to describe the tenor of the feedback. The 360 Degree Feedback Process Overview fruchtwein organizations opt for an anonymously filled out 360-degree feedback document. The collected data is then tabulated in a confidential manner. Then, the results of the 360-degree feedback are shared with the person whose skills and wertmiger zuwachs were rated. The individuals boss is often part of this meeting so he or she can supportaction planningand development. Occasionally, organizations set up facilitated meetings to share the 360-degree feedback results with the person whose performance was rated. If the employee is a manager, for best results, the manager needs to then share and discuss the results with his or her team. These meetings can be facilitated or not. The best method depends on the relationship the employees of the department have developed with each other over time. The 360-degree feedback process steps are detailedin360 Degree Feedback The Good, the Bad, and the Ugly. Selection of Raters in 360 Degree Feedback Jai Ghorpade, a professor of management in the College of Business Administration at San Diego State University says that involving multiple constituents broadens the scope of information that is gathered. However, a mere increase in the scope of information may not necessarily yield data that are more accurate, impartial, and competent than those provided by the individual manager Consequently, it is important that organizations allow employee input into theraterselection process. Perhaps the employee selects several peers, customers, direct reports and knowledgeable coworkers. The n the manager selects several more. The manager of the employee and the employee who is receiving feedback should always fill out the 360-degree instrument. The individuals rating of her own performance is important for later comparison with theratergroups feedback. And, the bosss feedback is important, too, especially since, in most instruments, the feedback of the direct manager is not averaged with the rest of the feedback from other raters. Rather, it receives its own column and stands out. In developing your 360-degree feedback process, a shared process of selecting raters is always recommended. Additional Recommendations for Successful 360 Degree Feedback These points will help you make the methods you use to administer your 360-degree feedback process most effective. All employees need training in the following and more. understanding that the process is confidential, and the meaning of this confidentiality,goals of the 360-degreefeedback process,methods used in administe ring the process,understanding and filling out the instrument,what the organization will do with the data collected, andexpectations of the employees involved in the process.Instruments that allow for examples and comments about each question are preferred. This allows the person who is the subject of the feedback to better understand his or her ratings. In an organization with aculture that promotesfeedback, openness, and trust, please consider opposing secret surveys. It is strongly recommended that organizations that introduce 360 feedback, aim over time, for a completely open process. This, of course, requires the work on the culture and climate described inhow to change your culture. Outcomes From Your 360 Feedback Depend on Your Stated Goals The outcomes you experience from your 360 feedback process are dependent on the decisions you make about the goals you want to achieve. The most important outcome of the 360-degree feedback process is personal and career development fo r the staff person whose skills and performance are rated. And, these decisions have sparked more debate in organizations about 360-degree feedback. You will experience more success with multi-rater feedback when the results do not impact the compensation of the person receiving feedback. If you require the feedback to impact the compensation, you set up several possible scenarios. People may be unwilling to give accurate feedback because they are concerned about the impact the feedback will have on raises. In a negative environment, or in an environment in which people compete for raises out of a limited pool of money, people might collude to assure that the individual receiving feedback is either eligible or ineligible for a raise. Employees are also always concerned, that on some subliminal level, the feedback will influence the managers opinion of the employees performance. Even if the feedback outcomes are not supposed to influence appraisals, raises, and promotions, employees believe that they do. Allow the Employee to Own the 360 Degree Feedback Data To counter these employee concerns, in organizations served, people overwhelmingly prefer that the individual owns the data from the 360-degree feedback. In this scenario, the individual shares the information with the coach as she chooses. The supervisor and other members of the organization have no access to the data. When the organization owns the data and the supervisor has access to the information, too often the feedback becomes directly or inadvertently, part of the individuals appraisal. This negates the developmental goals of the process. Few individuals will openly discuss the aspects of their work needing improvement when they believe the information will become part of an appraisal that has an impact on compensation. Feeling challenged by this recommendation about outcomes by individuals who ask why you would bother with the assessment if the supervisor has no access to the data? The best re sponse is generally to say that if the supervisor is truly looking out for the development of the employee, the employee will share the data. In a performance management system, the employee uses the feedback to set up a performance developmental plan thus the supervisor indirectly has access to the information. In an environment of trust and cooperation, you can establish a norm that the employee shares the data with the supervisor.

How to Cut out the HR Middle Man

How to Cut out the HR Middle ManHow to Cut out the HR Middle ManHow to Cut out the HR Middle ManThe Internet has certainly made life and work easier for job seekers and HR companies. You no longer have to pound the pavement submitting your resume door- to- door or send them via regular mail which would take time to get to the Hiring Managers desk.courtesy of D.Ratushny unsplash.comToday you can take advantage of social media and online job communities to help you find a job. All you need to do is sign up for these services, open an online profile and wait.Within a few weeks, you might receive an e-mail from a recruiter which indicates that YYZ Company is interested in hiring you based on the skills listed in your online profile.What you should know is that the recruiter who contacted you does not work for YYZ Company. He or she works for a recruitment agency which functions as the middleman it matches companies with potential candidates for a commission.Recruitment agencies are consu ltants hired by various companies to help them find talent. Companies outsource recruitment work to these agencies because they do not have the expertise or the time to qualify the best people for their job openings.This is not the same as an employment agency. A recruitment agency connects you with a companies one of which could be your employer. But with an employment agency, the agency hires you on behalf of the company.You may not have known it back then, but when you clicked Send in your targeted companys website, your resume could have gone to the inbox of an agency.For companies, outsourcing to a recruitment agency is a more efficient way of getting things done. The company gets to save costs and focus on the core functions of the business.In the meantime, an experienced recruiter attends to its manpower requirement. For the job seeker, it widens the scope of the search. You can be matched with several potential employers.But does efficient recruitment translate to effective recruitment?Here are a few pitfalls of working through an agencyRecruiters are experts in the recruitment process but they are not experts or knowledgeable in the job offered by the employer.For example, if the job opening is for a developer with experience in Adobe Dreamweaver, the recruiter may not be familiar with this program. So how would he or she qualify your technical expertise?They are expensive if you are hired for $35 per hour, the recruiter is probably getting paid $70 for getting you that job. The $70 will be used to cover commissions, profits, insurance and taxes.They could be shady wherever there are opportunities, scammers abound. At a time where unemployment levels are high and the job market is competitive, be wary of partalities who will take advantage of your situation. These scammers are out for the money. They will ask you for placement fees or upfront fees and you will never hear from them again.In the overall context of the recruitment process, going through an agency may not entirely be efficient. Why? Because your resume is not delivered to the person who can decide on your employment The Hiring Manager.Thus, if you want to improve your chances of getting hired, cut out the HR middle man or the agency and find ways to send your resume directly to the Hiring Manager.Here are 2 ways you can eliminate the recruitment agencyUse LinkedInLinkedIn is the preferred social network of professionals. Even recruitment agencies use LinkedIn to search for talent. You may even have received invitations to connect from agency personnel.Heres a step- by- step process on how to use LinkedIn and get your resume directly to the right personIdentify the company that you want to work for.Visit their website and find the name of the Hiring Manager.LinkedIn will require an e-mail address for you to connect. If its not on the website, use an app called Hunter. All you need to do is find the LinkedIn profile of the Hiring Manager and Hunter will provide an e-m ail for you.Send a customized invitation to connect. Never use the default setting of LinkedIn Your recipient will appreciate personalized messages.If your invitation to connect is accepted, he or she will expect to receive communication from you.Create a customized cover letter with a compelling subject title such as Award Winning Web Designer Wants to Work for YYZ CompanyAttach your resume plus other relevant documents that will validate your qualifications.Hiring Managers know this is the reason they signed up for LinkedIn. They probably receive hundreds of invitations to connect and resumes delivered in this manner.It may take some time to get a response but at the very least you are assured your resume is in the right hands.NetworkSometimes you just need to roll up your sleeves and do old school networking.Identify the type of job you want and the companies you want to work for.Review your contacts list and identify connections who work in these companies or in the same industr y.If you know them quite well, give them a call and invite them for coffee. If they are an acquaintance, send them an e-mail indicating your interest to find a job in their company or industry. Respectfully request if they could connect you with someone who can assist you.Attend job conventions, trade fairs and networking events. Human Resources people frequently attend these activities to source for talent. Make sure you have calling cards and your portfolio of work.Companies are also using technology to find talent. Programs such as Scaled Network match employers with candidates who fit their qualification guidelines.Theoretically, these automated recruiting programs are still middle men in the sense that a fee or subscription is paid for the service and it does not assure your resume will go directly to the main decision- maker.The bottom-line is if you want to improve your chances of getting hired, bypass the recruitment agency and bring your resume straight to the Hiring Manage r.Submitting resumes is not just about efficiency its about finding ways to get the job done.Author BioFelix Tarcomnicu is the founder of ResumeOK.com, a website that helps job seekers find better jobs by writing professional resumes. You can get in touch with him on Twitter.

Work from Home for Cruise.com

Work from Home for Cruise.comWork from Home for Cruise.comIndustry Home-kusined sales, support and customer service agents Description Cruise.com got underway as a web-based business in 1998 and has rapidly become one of the largest cruise specialists on the Internet. The company, based in Dania Beach, Fla., is a subsidiary of Omega World Travel, Inc. It offers a wide variety of cruises based on line (Viking, Royal Caribbean, Holland America, etc.), specialty (culinary, wedding, kids, themed luxury, etc.) and port of departure (Baltimore, Galveston, Miami, Tampa, etc.). The company offers web-based training for its home-based positions, which lasts for four consecutive weeks that you participate in via your home computer. You are paid for your training time, and Cruise.com says all candidates whose resumes reflect recent cruise industry experience (within the past two years) will be considered. All home-based positions offer a base salary plus commission. The company also offers a b enefits package, including travel agent benefits. Types of Work-at-Home Positions Cruise.com has put out the all-hands-on-deck call in three categories of at-home workers sales agents, support agents and customer service agents. In all three cases, it is required that you can work variable 8-hour shifts. Sales agents are expected to sell cruise vacations, insurance and other products to potential customers via inbound/outbound telephone and/or email leads. This position requires at least two years of recent sales experience in the cruise industry, preferably in a call center environment working with the major cruise lines. In some cases, English/Spanish fluency is required. See more bilingual call center jobs. Cruise.com is also looking for online support agents with at least one year of recent experience in the industry. If you accepted this position, you would be fielding calls to resolve customer problems, providing related information and selling insurance. Finally, the company is looking to hire home-based customer service agents with at least one year of relevant experience in either sales or customer service. In this call-center job, you would be offering information to customers, answering questions and providing a high level of service. Read here about the type of schreibstube equipment needed in a home call center. Applying at Cruise.com If youd like to set sail with Cruise.com, the company suggests that you copy and paste your resume to jobscruise.com. Make sure you mention in the subject line the job title in which you are most interested. In the email, provide a brief outline of your experience in the cruise industry. According to the company, final candidates must successfully complete a criminal and employment background check. To find more companies that have work-at-home jobs like this, check out these resources Travel Jobs From HomeHome Call Center JobsHome-Based Sales Jobs