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Rating: 
Summary: Practical ideas
Review: "We wrote this book", write R.Lepsinger and A.D.Lucia, "with three audiences in mind. The first consists of 'human resources professionals' who are just beginning to look at 360-degree feedback as a means to address the business needs of their organizations. These are people who have not had much experience using 360-degree feedback to solve business problems and have many basic questions that require answers if they are going to use the technology successfully. The second audience consists of 'line managers' who have heard a lot about 'this 360-degree feedback stuff' and want to understand it well enough to determine if it is the right approach for their organization. The third group consists of 'more experienced HR professionals' who would like a compherensive reference work on 360-degree feedback that makes it easy to access the information they are looking for without having to skim through dozens of magazines and journal articles and textbooks."In this invaluable study, authors organize their book into two parts : (I). Preparing to use 360-degree feedback. In this part, they : i. offer basic information, including a definition of 360-degree feedback and a brief overview of its history and evolution. ii. illustrate how a diverse group of companies (real cases) has successfully used 360-degree feedback to address different organizational issues, such as achieving business strategy, supporting cultural change, fostering individual development, enhancing team effectiveness, and identifying training and selection requirements. iii. discuss and compare the two most common methods for collecting 360-degree feedback- interviews and questionnaires. iv. focus on the use of interviews alone to collect data or as a supplement to the data provided by a questionnaire. (II). Implementing a 360-degree feedback. In this part, they : i. focus on how to administer a 360-degree feedback process in a way that increases people's enthusiasm and ensures a high degree of confidence in the results. ii. describe and compare three methods for delivering the feedback- group workshops, one-on-one meetings, and self-study. iii. review what needs to be done after the feedback is collected and reviewed to ensure that recipients absurb the messages they have been given and take appropriate action. iv. discuss the benefits and obstacles to using 360-degree feedback in HR management systems. I highly recommend this invaluable study.
Rating:
Summary: The ABC of 360-Degree Feedback.
Review: "We wrote this book", write R.Lepsinger and A.D.Lucia, "with three audiences in mind. The first consists of 'human resources professionals' who are just beginning to look at 360-degree feedback as a means to address the business needs of their organizations. These are people who have not had much experience using 360-degree feedback to solve business problems and have many basic questions that require answers if they are going to use the technology successfully. The second audience consists of 'line managers' who have heard a lot about 'this 360-degree feedback stuff' and want to understand it well enough to determine if it is the right approach for their organization. The third group consists of 'more experienced HR professionals' who would like a compherensive reference work on 360-degree feedback that makes it easy to access the information they are looking for without having to skim through dozens of magazines and journal articles and textbooks." In this invaluable study, authors organize their book into two parts : (I). Preparing to use 360-degree feedback. In this part, they : i. offer basic information, including a definition of 360-degree feedback and a brief overview of its history and evolution. ii. illustrate how a diverse group of companies (real cases) has successfully used 360-degree feedback to address different organizational issues, such as achieving business strategy, supporting cultural change, fostering individual development, enhancing team effectiveness, and identifying training and selection requirements. iii. discuss and compare the two most common methods for collecting 360-degree feedback- interviews and questionnaires. iv. focus on the use of interviews alone to collect data or as a supplement to the data provided by a questionnaire. (II). Implementing a 360-degree feedback. In this part, they : i. focus on how to administer a 360-degree feedback process in a way that increases people's enthusiasm and ensures a high degree of confidence in the results. ii. describe and compare three methods for delivering the feedback- group workshops, one-on-one meetings, and self-study. iii. review what needs to be done after the feedback is collected and reviewed to ensure that recipients absurb the messages they have been given and take appropriate action. iv. discuss the benefits and obstacles to using 360-degree feedback in HR management systems. I highly recommend this invaluable study.
Rating:
Summary: Practical ideas
Review: Lots of ideas that can be transferred into one's real life situation easily.
Rating:
Summary: What's Not Covered
Review: The book is excellent for development of policy for 360-Degree, why it should be implemented, and what steps to take before and after the feedback. This is not an instructional book in the development of a 360-degree questionnaire. The book provides excellent knowledge on what, where, who, when, and how. Highly recommended for knowledge, but not for building of the questionnaire.
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