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360-degree FAQs
Survey FAQs
Blended Learning FAQS
Performance Management FAQS
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ANSWERS 360-degree
You need to make an objective assessment as to the appropriateness of this methodology within your own organisation. What you can be assured of is that there are many other organisations who have employed this approach; HRworkbench has years of experience and expertise in this field that can be used to help you.
If you recognise any of the following situations a well run 360 project maybe just what you need.
360 degree feedback works best when:
HRWORKBENCH is very mindful of the need to protect the data it hold on its clients behalf, and takes its responsibility for personal security very seriously.
Some of the features of our current security procedures are:
Typical pitfalls
It can be as little or as much as you want. If you are not planning to use 360 frequently or have limited administrative support we can offer a 'turnkey' solution where we manage the whole process for you, all you have to do is organise your participants.
If you plan to use 360 frequently then we would recommend that we train one of your administrative team in the process. This take three days, and when completed they will be able to create questionnaires; upload and link people to them and manage the complete data collection and distribution process. Typically it is not the administration that takes time; it is the communication to participants and the questionnaire completion.
Once you have all the necessary information to hand i.e. your questionnaire designed and have the participant information, the process of creating a typical 360 project (say 12 participants, each with 8 people giving feedback) should not take more that a day. In the workplace, a person is competent when they possess the knowledge, skills, and ability to apply that knowledge and skill, to consistently perform a particular job, function, or activity.
This means that the person may be capable of doing the job, but is not deemed to be competent because they do not have the necessary attitudes to be a consistent performer. In defining competence, we like to differentiate between competence and capability, although many people use the terms synonymously. Capability refers to the potential for a person to be developed. If they are competent, the development has been achieved. When implementing a competence framework in an organisation, the use of automated processes will remove very large administrative loads. You should think about this in terms of how long your people are prepared to invest in answering questionnaires. We would recommend no more than 15-20 minutes for a typical work environment. That would equate to roughly 40 - 60 questions. Remember, some people i.e. Managers need to complete many questionnaires about their staff, themselves, their superiors during the one 360 rollout.
The key thing is to make sure your questions reflect observable behaviour. This allows people to give objective feedback. A typical mistake is to ask for opinions or ask questions that people have to deduce other people's thought processes to answer.
Yes, click here for sample reports
The Leadership Benchmark - customised Histogram - standard Result Chart - standard Distribution - standard Question Level - standard Comments - standard
Best practice would be for people to get one-to-one feedback from an independent "coach". This could be an internal person - not in their direct line of reporting - or an external consultant.
Some organisations make it part of a Line Manager's job and provide training and support for this.
The cost per person of using our 360 processing is GBP50; AUD120 ; USD90; EURO72.
However you need to add to this the cost of creating a questionnaire and the administration time in loading it up and the participants' names and e-mail addresses. For a typical project of 25 people you should be able to complete it for less than GBP100; AUD240; USD180; EURO144 per person. For more information contact us Contact Us |
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ANSWERS Surveys
You can bring your own questionnaire, a questionnaire you have developed for a particular client, a questionnaire that your client owns or you can access ready-made 3rd party Surveys available on “the Bench”.
Yes, we have a number of surveys created by 3rd party authors that you can access. To read about these surveys, go to Products/Diagnostic Tools for Organisations and Teams.
Yes, you can run as many of our Platform languages in any survey as you like. However, it is your responsibility to arrange for the translation of the questionnaire in the required languages for your survey.
“the Bench” offers a number of standard Survey Reports, including breakdowns by demographics.
However, for more complex data analysis you can access our Report Generator to do your own Data Mining and report preparation.
Our Questionnaires Online™ Platform is relatively simple to manage. However, if you are not confident in your own technical savvy, then let us administer the Survey for you.
This depends on:
There are a number of Site Licensing options you can access including branding the entire site with the Livery of your Consultancy or with the Livery of a major client of your consultancy. Contact us to discuss these options in full.
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ANSWERS Blended Learning
No, Blended Learning, as its name implies, blends a number of different training delivery mechanisms. One of the delivery mechanisms may or may not be online or e-learning. However, HRworkbench believes that current accepted Best Practice would include some online delivery within a Blended Learning program.
The different delivery mechanisms that are used within a truly Blended Learning program may include combinations of all or any of the following:
On the contrary, Blended Learning formats allow for savings from traditional face-to-face delivery. All elements, excluding facilitated workshops, require minimal intervention/direction from the trainer/facilitator, thus minimising the per-person-per-day training cost.
This depends on the complexity of the online format. Computer delivered modules that use streaming video may require more memory, bandwidth and good video cards. However, the modules that are offered by HRworkbench are designed to operate on standard configured desk-top computers.
Again, this depends on the complexity of the format used by the deliverer. HRworkbench pars down each screen for maximum learning impact and minimum loading time.
Ask the organisation what they consider to be more important, a quick fix, or real and lasting results. Quick fixes make everyone ‘feel good’ on the day but very rarely result in measurable change to workplace performance. Instead, research has shown that:
Short Answer: Any and all!
Because Blended learning is about delivering learning in formats/media that cater to the widest range of learning styles it should not be restricted to any particular form or content. Blended learning can be used for both Skills and Behavioural training programs. The blended learning elements are chosen based on the most appropriate fit for format to content i.e. knowledge transfer is most efficiently done by Computer Facilitated Modules; skills practice by Face-to-Face workshops; transfer of learning to the workplace is best managed through exercises, group discussions, and projects. |
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ANSWERS Performance Management
Performance Management is the tracking of performance against objectives over time. It is not the same as Performance Appraisal which is the assessment, normally by self and manager together, of an individuals performance with a view to allocating an assessment score that may be used for both development and/or salary/promotion purposes. Performance Management includes as one of its elements a Performance Appraisal.
Online Performance Management:
The Best Performance Management systems:
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