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360 Degree Avalanche
There is an intrinsic attraction to 360-degree feedback. Traditional feedback processes are effectively one-degree type systems with, usually, the immediate supervisor providing the employee with uni-directional comment. By involving more than just one person in the feedback process, the process is likely to be more meaningful for both supervisor and employee with greater representation in the amount and type of information supplied. Those providing the multi-rater feedback may include peers, direct reports, other levels of management, internal and even external customers. Suppliers may also provide feedback and there is, of course, the opportunity for self-appraisal.

Other development assessment Related Articles

An Integrated Training Assessment Program
An integrated assessment program also provides insight and development goals for the instructor and course design. Assessment is a diagnostic tool that ultimately helps the learners confirm what they have learned and helps the instructor plan for future learning or remediation. A well-built test is a quick and objective way to identify the strengths and weaknesses of the delivery of the learning program.

Data Collection? Save Yourself the Trouble.
Why pay your consultant or internal project team to spend up front time collecting data that will only burn up hours (and fees) and inhibit the solution that you so sorely need? The time to collect data is during the assessment of the solution, not during the assessment of the problem.
Introduction: Fiscal Dimensions of Sustainable Development
One of the challenges facing the international community is to achieve sustainable development. Sustainable development has three pillars— economic development, social development, and environmental protection.
Build Bench Strength through Personality Assessments
The value of any personality assessment comes in using the insights it provides along the entire continuum of a career. The test itself should decipher an employee's underlying needs with emphases on sales rep hiring, development, opportunities for growth, behavioral coaching, team building, conflict resolution, succession planning and diversity training.
Leadership Takes Balance
The Wheel of Life is a workshop I have taught for years. It’s a personal assessment tool of the balance in your life, and your satisfaction and development in each of eight areas of your life. My eight areas are: Career; Money & Life Planning; Health – Physical, Emotional, Spiritual; Family & Friends; Significant Other; Personal Development & Contribution; Fun & Relaxation; and Physical Environment. The idea is to develop all these areas equitably to meet your needs.
Risk Assessment & Analysis Techniques
Risk assessment is an area of concern for all senior executives, but many mid-sized enterprises do not have the skills, processes, or tools to effectively mitigate risks. Instead of reactively ‘fire-fighting’ and dealing with issues as they arise, consider adding simple risk assessment & analysis exercises to your project planning process. Download & customize Demand Metric’s Risk Assessment Tool, Risk Mitigation Checklist, and Risk Analysis (Fishbone) Tool, and add to your skills arsenal.
Don’t Subtract the ADDIE
All HR professionals should know about the ADDIE model - particularly those involved with employee training and development. ADDIE stands for: * Analysis/Assessment * Design * Development * Implementation * Evaluation The ADDIE model is integral to instructional design. Here are some questions to ask under each of the ADDIE headings:

Multi-Rater 360-Degree Feedback - Employee Assessment & Performance Improvement
An exceedingly popular and powerful means for managers and employees to get information on their performance is the multi-rater 360-degree feedback instrument. Used independently, or as part of a management development program, multi-rater 360-degree feedback can enhance self-awareness by highlighting what supervisors, peers, subordinates, and customers see as an individual's strengths and development needs. It is an exceptionally effective tool for change. No other organizational action strategy has more power for motivating employee behavior change than candid feedback from work associates. Multi-source assessment creates accountability and service to all stakeholders: supervisor, external and internal customers, including coworkers and direct reports.

The 360 Degree Trap
Many organizations use a 360 Degree Assessment to measure the effectiveness of leaders. I have always been a proponent of this method as it provides vital information required to improve leadership and build trust. There is a potential trap in this method if the assessment is strongly linked to compensation.
10 Reasons - Don't Worry When Sales Candidates Don't Take the Test
We instruct clients to have their sales candidates take the Sales Candidate assessment very early in the recruiting process. It's the first step after the client receives their resumes. Clients carefully spell out exactly how the entire process will work and explain that the assessment is simply the first step. Recent statistics show that only 34% of the candidates are taking the assessment without additional prompts. Isn't that awful? Maybe - let's explore it further. We should consider that the following ten scenarios are all possible reasons why candidates fail to complete the assessment:
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