Improving Employee Performance: Instituting a 360-Degree Performance Evaluation System Ed.1, Online Training Format

SKU: 414

Improving Employee Performance: Instituting a 360-Degree Performance Evaluation SystemIn today’s increasingly complex and competitive business climate, companies have no choice but to operate with optimal efficiency and responsiveness to customers’ needs and desires if they want to achieve and sustain success. As part of this ongoing effort, they must continually evaluate their employees’ on-the-job performance, with the goal of inspiring and encouraging improvement. Rather than rely on unilateral evaluations handed down by supervisors, companies have increasingly adopted 360-Degree performance evaluation systems, which provide meaningful feedback on employee job performance from not only management but also co-workers, direct reports, and even customers. 360-Degree performance assessments paint a sharper picture of an individual’s work habits than any traditional job evaluation, providing thoughtful and practical feedback on job performance and thus enabling the individual to build upon identified strengths and improve upon areas of weakness. When implemented correctly, 360-Degree performance assessments can lead to measurable improvements in a company’s productivity and profitability.

This course teaches managers and HR professionals how to select the most appropriate 360-Degree performance evaluation for an organization and institute the system to produce optimal benefits for employees and the organization itself.

Managers and Human Resource Professionals

90 minutes

To teach organizations how to institute a 360-Degree performance assessment system to evaluate and improve employee performance.

After completing this course, the learner will be able to:

  • identify the purposes and objectives of 360-Degree performance evaluations and their value in improving organizational efficiency;
  • introduce and stimulate employee interest in a 360-Degree performance assessment system;
  • distinguish between valid and invalid feedback on employee performance, as measured by a 360-Degree performance assessment system;
  • select the appropriate 360-Degree performance assessment system for a particular workplace;
  • assess the costs of implementing a 360-Degree performance assessment system;
  • assess the validity and reliability of a 360-Degree performance assessment, as expressed in statistical data;
  • select and train raters participating in a 360-Degree performance assessment system;
  • interpret and apply feedback data from 360-Degree performance assessment systems; and
  • deliver performance feedback acquired from 360-Degree performance assessment systems in a manner designed to produce optimal benefits for the organization and its employees.

If you're not completely satisfied with the quality of our courses, we will refund your money - guaranteed. Click here for detailsTOPICS COVERED

  1. The Uses and Benefits of 360-Degree Performance Evaluation Systems
  2. Laying the Foundation for Implementing a System of 360-Degree Performance Evaluation
  3. Selecting the Appropriate 360-Degree Performance Evaluation System for an Organization
  4. Understanding and Assessing the Validity and Reliability of 360-Degree Performance Assessments
  5. Selecting and Training Individuals to Complete 360-Degree Performance Evaluations
  6. Rolling Out a System of 360-Degree Performance Evaluation
  7. Collecting Performance Data
  8. Administering Feedback Derived from 360-Degree Performance Evaluations

This program has been approved for 1.5 General recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, visit the HR Certification Institute website at

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit

Improving Employee Performance: Instituting a 360-Degree Performance Assessment System

Table of Contents

  • Chapter 1: Instructions
    • Page 1
  • Course Objectives
  • Chapter 2: Introduction
    • Page 2
    • Introduction
      • Page 3, 4
    • Introduction
      • Page 5
  • Chapter 3: An Overview of 360-Degree Performance Assessment Systems
    • Page 6
    • Uses of MRAs
      • Page 7
    • Measuring Management & Leadership Competencies
      • Page 8
    • Measuring Team Competencies
      • Page 9, 10
    • Using MRA Feedback
      • Page 11
    • Using MRA Feedback for Employee Development
      • Page 12
    • Sharing the Feedback Data
      • Page 13
    • Benefits of 360-Degree Performance Assessments
      • Page 14
    • Benefits Reported by Organizations Using MRAs
      • Page 15
    • The Importance of Proper Implementation
      • Page 16
    • Popularity of MRAs
      • Page 17, 18
  • Chapter 4: Laying the Foundation for Using an MRA
    • Page 19
    • Laying the Foundation for Using an MRA
      • Page 20
    • Who Will Be Assessed?
      • Page 21, 22
    • Organizational Readiness
      • Page 23, 24
    • Creating Buy-In and Support from a Reluctant Workforce
      • Page 25
    • Creating Buy-In and Support among Managers
      • Page 26
    • Forming Steering Committees
      • Page 27
    • Become an Advocate
      • Page 28, 29
    • Determining What MRAs Should Measure
      • Page 30
    • What Is Measured?
      • Page 31
    • ‘Specific, Observable Behaviors’: An Example
      • Page 32
    • Examples of a Properly Articulated Competency Item
      • Page 33
    • How Long Should the MRA Be?
      • Page 34
    • Selecting the Right MRA
      • Page 35
    • Methods of Data Collection
      • Page 36, 37, 38
    • Interviews
      • Page 39
    • Advantages of Using Interviews
      • Page 40, 41
    • Questionnaires
      • Page 42
    • Choosing an MRA: Build or Buy One?
      • Page 43
    • Choosing a System: Build or Buy One?
      • Page 44
    • Cost
      • Page 45
    • Other Factors Influencing Cost
      • Page 46
    • Customizing an Off-the-Shelf Evaluation Instrument
      • Page 47, 48, 49, 50, 51, 52
  • Chapter 5: Determining the Validity and Reliability of an MRA System
    • Page 53
    • Validity and Reliability
      • Page 54
    • Content Validity
      • Page 55
    • Face Validity
      • Page 56, 57
    • Criterion-Referenced Validity
      • Page 58
    • Criterion-Referenced Validity
      • Page 59, 60
    • Validity
      • Page 61, 62
    • Reliability
      • Page 63
    • Test/Retest Reliability
      • Page 64
    • Reliability: Internal Consistency
      • Page 65, 66
    • Assessing the Quality of Statistical Data
      • Page 67, 68, 69, 70
  • Chapter 6: Education and Communication
    • Page 71
    • Criteria for Selecting Raters
      • Page 72
    • Selecting Raters
      • Page 73, 74
    • Selecting Raters
      • Page 75, 76
    • Training Raters
      • Page 77, 78
    • Training Managers
      • Page 79, 80
    • Who is Assessed First?
      • Page 81, 82
    • Rolling Out an MRA
      • Page 83
    • Rolling Out an MRA: Step One
      • Page 84
    • Rolling Out an MRA: Step Two
      • Page 85
    • Rolling Out an MRA: Step Three
      • Page 86, 87
    • Collecting Data
      • Page 88
    • Paper and Pencil Data Collection
      • Page 89
    • Electronic Data Collection
      • Page 90, 91
  • Chapter 7: The Feedback Report
    • Page 92
    • The Feedback Report
      • Page 93, 94
    • Administering MRA Feedback
      • Page 95
    • Self-Paced Workbooks/CD-ROMs
      • Page 96
    • Workshops/Seminars
      • Page 97
    • One-on-One Feedback
      • Page 98, 99
    • “Before and After” Comparisons
      • Page 100, 101
    • Case Study #1
      • Page 102, 103
    • Participant Accountability
      • Page 104
    • Case Study #2
      • Page 105
    • Reassessment
      • Page 106, 107
  • Chapter 8: Conclusion
    • Page 108
    • Recap of Best Practices
      • Page 109, 110
  • Chapter 9: Time to Review
    • Page 111
  • Exam (multiple choice)

Student Benefits

Students and employees who take the Improving Employee Performance: Instituting a 360-Degree Performance Assessment System course will enjoy:

 Course FeaturesIncludedComments
HRCI Recertification Credits
1.50 HRCI Recertification Credit(s).
SHRM PDC Credits
1.50 SHRM PDC Credit(s).
CAM Credits
0.00 CAM Credit(s).
Florida Bar CLE Recertification Credits
0.00 Florida Bar CLE Recertification Credit(s).
Florida Bar CLE Ethics Recertification Credits
0.00 Florida Bar CLE Ethics Recertification Credit(s).
State Bar of Georgia CLE Recertification Credits
0.00 State Bar of Georgia CLE Recertification Credit(s).
State Bar of Georgia CLE Ethics Recertification credits
0.00 State Bar of Georgia CLE Ethics Recertification credit(s).
FL CE 2-20 Credits
0.00 FL CE 2-20 Credit(s).
Unlimited 1 Year Access
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M-F from 8:00am to 4:30pm.
Table of Contents
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36 pictures/illustrations.
Interactive Learning Activities
15 interactive learning activities.
Audio Narration
96 audio narrations.
Supporting Documents
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Case laws
4 case laws.
5 definitions.
Questions and Answers
10 questions and answers.
Video Clips
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Practice Quiz
0 practice true or false questions and 0 practice multiple choice questions.
Scored Exam
5 exam true or false questions and 10 exam multiple choice questions.
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Training Manager Benefits

Managers and supervisors who purchase The Human Equation's courses to train their employees will enjoy:

 Learning Management System FeaturesIncludedComments
Convenient User Creation and Management
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