|
所在平台: Udemy |
课程主页: https://www.udemy.com/course/360-degree-feedback/
课程评论：没有评论
**课程名称：360度反馈** **课程概述：** 本课程介绍了360度反馈，也被称为多方反馈、多源反馈、全方位评估或群体绩效评审。360度反馈方法起源于20世纪40年代，但具体起始细节并不明确。大多数学者认为，360度绩效评估的历史根源可以追溯到军事领域。在20世纪50年代和60年代，多方反馈趋势在美国军队院校中持续发展，例如美国海军学院就采用了一种名为“同伴评分”的多源流程来评估学员的领导能力。 在20世纪60年代和70年代，企业界也对多源反馈进行了探索。包括美国银行、联合航空、贝尔实验室、迪士尼、联邦快递、雀巢和RCA等公司都在不同的测量情境下进行了尝试。 360度反馈系统能够从多个参考点收集绩效数据，相比传统的单来源反馈流程，它更为强大、可靠和准确。由于输入来源更广泛，反馈也更趋于平衡，并且更难被忽视。该方法采用多源反馈机制，通过收集员工的上下级以及同事等与其互动的所有人员的反馈，从而提供对员工绩效的全面视角。
360 degree feedback is also known as Multi-rater feedback, Multi-source feedback, Full-circle appraisal or Group performance review. Contemporary 360-degree methods have roots as early as the 1940s. However, the exact details of the start of the technique are not very clear.Most scholars agree that 360-degree performance appraisal has historical roots within a military context. During the 1950s and 1960s, the multi-rater trend continued in the United States within the Military service academies.At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called "peer grease" to evaluate the leadership skills of their classmates.During the 1960s and 1970s, in the corporate world, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations.360 degree feedback system provides performance data from multiple points of reference. It is more powerful, reliable and accurate as compared to traditional, single source feedback processes. The feedback tends to be more balanced and is also harder to dismiss due to its' broader range of inputs'.This method employs a multi-source feedback method which provides a comprehensive perspective of employee performance by utilizing feedback from the full circle of people with whom the employee interacts: supervisors, subordinates and co-workers.
