Client .A. – UK Financial Organisation.
Use the process to underpin their entire national Training and Development Strategy.
All the management team within the organisation complete a 360 degree appraisal annually.
Each individual receives two documents:
- An appraisal document:
Based on their current role – the appraisal document shows immediate development needs – each linked to a combination of ‘Coaching tips' and ‘Learning resources' available from the resource centre.
- A Succession planning document:
Using selected questions from the role ‘above' – the succession planning document illustrates what development they require in order to reach the next level within the organisation.
HR receives management Information in a number of different formats:
- Organisational, Local by area, Local by function strengths and development areas.
The documents allow Global and local Training Strategies to be developed.
- Role based Strengths, development needs and league tables reports.
To allow manager s to develop individual performance.
To challenge / inform reward.
- Succession planning review reports.
To explore and inform succession planning strategies.
- Individual and Group to Group comparison reports.
To inform recruitment.
Client .B. – UK (top 4) Supermarket Chain.
Are using the process for all their management team to drive change.
In order to improve the organisational performance and focus the culture, each manager is attending a development event. The 360 degree feedback process allows all the attendees to understand what they have to do differently to reach the required standards.
The two day development programme is designed around the 360 degree report. Each cluster of questions (Customer Service, Driving the Business etc.) forms the foundation of each session.
In addition, the providers of the development programme receive a composite report showing the relative Strengths and Development needs of all the participants to allow each event to be focused. Subsequent 360 degree management information will allow the organisational development to be measured.
It is the intention to repeat the process following the event; this process may reveal both the validity and effectiveness of the training received.
Client .C. – High Street Clothing Retailer.
Use the process to support organisational development. Evaluation of interventions using 360 degree is providing critical management information to target further activity.
The process is also providing significant reinforcement of the desired behaviours in a challenging organisational transformation.
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