Please help with the following study questions:
1. Define the concept of the 360-degree performance review. Explain the process by which the information is collected, reviewed, and communicated. What are the benefits of using this method for performance reviews? Describe any disadvantages as well.
2. Scenario - New Employee Training
You are a Training Specialist in a small manufacturing company employing approximately 500 people with one location in Phoenix and one location in Los Angeles. The company has just landed a new international client who will be placing large orders for two of the company's signature products requiring the manufacturing staff be increased by 25% immediately. To handle the flow of additional paperwork, the accounting staff will need to increase by 10% in the next 90 days.
You have been tasked with performing a training needs analysis to determine what training will be required, how quickly it will be needed, and where the training will need to be performed.
A. Is this TNA reactive or proactive? Explain your position.
B. What groups within the organizations will you need to consult in performing your needs analysis? Why?
C. Based on the limited information provided, what information do you need to investigate and uncover in your organizational analysis, operational analysis, and person analysis processes?
1. The 360 degree performance review is one where subordinates, peers, superiors, and sometimes customers/clients rate en employee's performance. In addition, the employee would include a self assessment.
Most 360 degree performance review information is gathered on an online form and sent to a central database for calculation via email. Peers, clients, etc. fill out these forms and email them back. The central processing software performs specific calculations and yields a report that the manager explains to the employee at the time of the formal review. Some smaller firms also still use paper based systems that produce the same result except in a much more tedious and labor intensive manner. In such a system, a manager would be responsible for distributing the forms, collecting completed forms from each recipient, and then compiling the data collected into a useful report. The forms would be survey like in nature having the person rated on a numeric scale where the data are averaged and lumped into categories such as 'Your clients gave you an average 4 out of 5 related to how quickly you respond to requests' or 'Your ...
The solution provides 360 degree review and training needs analysis.