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INCREASING PRODUCTIVITY OF WORKERS AND MUTUAL COOPERATION

Offers »  Increasing productivity of workers and mutual cooperation

360° method at work

The main asset of the method is understanding the way an employee is perceived from different angles. The 360° feedback is bound to bring a higher degree of critical detachment while directing attention towards internal customers and bringing impulses for further development of an individual. It is based upon a comprehensive assessment „from all angles possible“ – from the side of the person´s immediate superior, colleagues, subordinates, as well as their own self-assessment. Information acquired from the group of people the person being assessed collaborated with is the most valuable thing they can give them. They express their opinion on the relevant aspects of the person´s managerial work and conduct. In order to succeed in implementing the 360° feedback as a system instrument, it is essential to take a number of steps to achieve the desired good result. As part of this offer which is principally intended for small-to-medium size businesses we are going to assist you practically in taking those steps and ultimately introducing the system.

Benefits to the customer

• workers´labour assessed
• criteria for assessing workers´ labour set
• feedback from all participants (people´s anonymity preserved)
• integration of the 360° method with the company´s practice
• training assessors to utilize the 360° method
• detecting weak spots in workers´cooperation
• recommendations and targets for the company´s plan of education/training
• innovations for the management system

Process of implementation

Implementation and utilization of the 360° method take a few subsequent stages, for it is not appropriate to apply everything without a proper preparation. Before we go, it is necessary, in collaboration with all the assessors, to clarify our expectations and the current state of corporate culture.

Location of implementation – the organization´s head-office Participants – implementing specialist, director, HR manager, other members of the implementation team

Stage 1 – familiarizing ourselves with the organization´s environment – as the first step, it is essential to learn its culture, customs and organizational structure to clarify mutual expectations through communication, to familiarize ourselves with the job descriptions of the positions being assessed, etc. Hypotheses will be formulated for areas which demand greater attention. All the people participating in the project need to be introduced as a matter of course.

Stage 2 – elaborating and presenting assessment forms – assessing attributes will be customized to fit the current condition of the organization, assessment forms will be elaborated for each job position, and everything will be presented to the project team or the director. After they have been approved by the responsible person, we will proceed to the next stage.

Stage 3 – user/assessor training – individual users are trained in profession groups (in case of a big organization) or all at once. All will be given working papers and handouts.

Stage 4 – collecting data and assessing the results – the data collected will be processed into the results, and conclusions will be drawn. Assessors will be drawn into interpretation of the results, the targets, corrective actions in order to be able to use the 360° method independently in the coming years.

Stage 5 – presenting the result and recommendations – in conclusion, the director will be presented the results and conclusions will be drawn aimed to enhance the performance of the organization, mutual cooperation and the corporate culture. The recommendation will include source materials for the plan of education/training.

Lead time of implementation

In the table inclosed, there are the estimated lead times of implementation of the individual stages which are dependent not only on the organization´s size, but also on the number of positions to be assessed. Things like the existing management system of the company, job descriptions, assessment systems already introduced, etc. can have a tremendous effect on the lead time.

Price of implementation

The price to be established by agreement based on the organization´s size, the number of positions to be assessed, the number of assessors to be trained, the existence of supporting documents needed. The price estimate is as converted into the hourly rate as realed to the lead time. The price could be the following:

• from under € 600,– with a company of circa 10 job positions
• from under € 18.000,– with a company of circa 50 job positions

The offer compiled by Pavla Vampolová

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