360-Degree Assessments

360-Degree Assessments Order Description The 360-degree assessment is a multirater performance review tool that is used by organizations to capture a comprehensive picture of an in" rel="nofollow">individual employee’s standin" rel="nofollow">ing and accomplishments. The detailed, full-circle snapshot that this tool provides is often used to identify in" rel="nofollow">internal successors within" rel="nofollow">in organizations. While there is extensive in" rel="nofollow">information available on 360-degree performance reviews, many experts offer conflictin" rel="nofollow">ing—but nonetheless compellin" rel="nofollow">ing—opin" rel="nofollow">inions about this form of assessment. Some studies and real-world scenarios support the use of 360-degree performance reviews because they can help simplify the process of identifyin" rel="nofollow">ing high-potential employees. They can also be used to accurately and objectively compare in" rel="nofollow">internal candidates to determin" rel="nofollow">ine the best option for succession. However, other analyses and accounts of 360-degree assessments in" rel="nofollow">indicate underwhelmin" rel="nofollow">ing or even negative outcomes. Some organizations may use 360-degree assessments in" rel="nofollow">inappropriately, especially if they are completed by in" rel="nofollow">individuals who do not have in" rel="nofollow">intimate knowledge of the employees bein" rel="nofollow">ing evaluated. In light of the ambivalent in" rel="nofollow">information regardin" rel="nofollow">ing 360-degree assessments, many busin" rel="nofollow">iness leaders and HR professionals are askin" rel="nofollow">ing themselves the question, “Will my organization benefit from usin" rel="nofollow">ing this tool?” In this week’s Assignment, appraise the use of 360-degree assessments for succession plannin" rel="nofollow">ing processes, especially with regard to developin" rel="nofollow">ing in" rel="nofollow">internal candidates for succession. To complete this Assignment, first review the article titled “360-Degree Feedback: Leadership Intelligence® Report,” found in" rel="nofollow">in this week’s Learnin" rel="nofollow">ing Resources, to examin" rel="nofollow">ine an exemplary use of 360-degree assessments. Then conduct your own research or other high-profile onlin" rel="nofollow">ine journals such as Human Resource Executive Onlin" rel="nofollow">ine, found at https://www.hreonlin" rel="nofollow">ine.com/HRE/in" rel="nofollow">index.jsp, to further explore how 360-degree assessments can help or hin" rel="nofollow">inder the succession plannin" rel="nofollow">ing process. Fin" rel="nofollow">inally, use the scenario below to propose solutions to implementin" rel="nofollow">ing a performance review system in" rel="nofollow">in the organization that you selected for your Course Project. Scenario Great news! The organization that you chose (Apple Inc.) for your project is onboard with your company-wide succession plan. In addition, they found your communication plan to be a motivational and effective method to educate the organization about the benefits of succession plannin" rel="nofollow">ing. After seein" rel="nofollow">ing such successful results, the board of directors would like you to propose a new framework for the process of performance evaluations. They believe that in" rel="nofollow">internal performance profilin" rel="nofollow">ing and groomin" rel="nofollow">ing could be the best way to in" rel="nofollow">increase the sustain" rel="nofollow">inability and competitive advantage of the organization. As such, they have asked you to in" rel="nofollow">investigate the use of 360-degree assessments. Specifically, they would like you to determin" rel="nofollow">ine whether or not their use can contribute to the company succession plannin" rel="nofollow">ing process. To complete this Assignment, respond to the followin" rel="nofollow">ing in" rel="nofollow">in a 2- to 4-page paper: • Analyze the use of 360-degree assessments in" rel="nofollow">in succession plans. o Describe two ways 360-degree assessments can contribute to the succession plannin" rel="nofollow">ing process, and two ways they can be in" rel="nofollow">ineffective. o Identify candidates for 360-degree assessments. For example, should every employee receive a 360-degree assessment or should it be conducted only on high-potential or senior-level employees? o Describe how providin" rel="nofollow">ing feedback to employees from a 360-degree assessment can be streamlin" rel="nofollow">ined to benefit the organization. o Explain" rel="nofollow">in at least two negative consequences that can result from failin" rel="nofollow">ing to give feedback followin" rel="nofollow">ing a 360-degree assessment. • Evaluate performance review implementation options. o In your organization (Apple Inc.), which would be more effective to implement—a multirater system or a one-supervisor ratin" rel="nofollow">ing system? ? Justify your solution by in" rel="nofollow">includin" rel="nofollow">ing how your choice would be more effective in" rel="nofollow">in achievin" rel="nofollow">ing the goals of your succession plan. In addition, explain" rel="nofollow">in what makes the opposin" rel="nofollow">ing approach not as effective within" rel="nofollow">in your organization. ? Specifically cite the predicted benefits and negative consequences of your decision. Note: Your Assignment must in" rel="nofollow">include three new references to support your writin" rel="nofollow">ing. References DecisionWise, Inc. (2011). 360-degree feedback: Leadership Intelligence® report. Retrieved from https://www.decision-wise.com/pdf/DecisionWise-Sample-360-Degree-Feedback-Report.pdf Baker, N. (2010). Employee feedback technologies in" rel="nofollow">in the human performance system. Human Resource Development International, 13(4), 477–485. Rothwell, W. J. (2016). Effective succession plannin" rel="nofollow">ing. (5th ed.). New York, NY: Amacom. Chapter 10, “Developin" rel="nofollow">ing Internal Successors