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360 Feedback (behaviour)

Cubiks 360

360 Feedback (behaviour)CubiksDevelopmentHR Cycle PhasePublisherSegment

Forward-thinking organisations understand the strong reason for including 360 reviews in their performance appraisals. They lead to greater self-awareness, enable staff to view their behaviour from the perspectives of others, and encourage goal setting and skill development. Cubiks 360 is a flexible and fully customisable 360 degree feedback system. It is quick, efficient and simple to use, with users able to complete multiple reviews in one sitting. With more engaged reviewers, you can benefit from better results and greater insight into your employees’ strengths and development needs.  

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UCF 360

360 Feedback (behaviour)DevelopmentSHL/CEB

360º feedback is being increasingly used by organisations globally as an intervention to identify individual development needs and to feed in to performance management processes; organisational culture change and training needs analysis, based on current on-the-job performance. 360º Feedback can provide: Individuals with a clear focus on what they need to do to change and develop based on their self-perception and the views of others. A more flexible development solution which is needed to fit in with increasing work demands (e.g. self-directed learning and development tools). Support for individuals’ aspirations within the context of organisational objectives. A process for empowering individuals towards ongoing learning and development, rather than one off events. A cost-effective solution for developing your staff. This report provides detailed feedback on skills, abilities, personal attributes and other job relevant characteristics, as seen from a number of different perspectives. It is based on the analysis of responses to the Universal Competency Framework questionnaire. Sample Report UCF 360

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Team Roles

360 Feedback (behaviour)DevelopmentHrmForcePersonalitySelection

A candidate completes an online questionnaire focusing on team roles. The report shows an overview of group roles which a candidate prefers. It identifies a style he/she is likely to adopt, a style likely to adopt in some circumstances and a style not likely to adopt in a group or team at all. Furthermore it shows preferred behaviour of people adopting a certain role.

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Reflector Self Appraisal

360 Feedback (behaviour)DevelopmentPiCompany

The Reflector Self Appraisal is a self reporting questionnaire with reference to selected competencies for which he or she feels the need to progress or which he or she deems to be mastering. Reference can be a current job, a job prospective or a career change. The Reflector Self Appraisal is primarily useful for candidates who want to learn and communicate more about how their behaviour affects certain competencies related to the job in hand. These results may help the candidate to prepare evaluation talks or coaching sessions. The Reflector Self Appraisal provides an overview on how the candidate judges him or herself related to competencies and behavioural indicators. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

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Reflector Appraisal

360 Feedback (behaviour)DevelopmentPiCompany

The Reflector Appraisal is used for structuring evaluation and appraisal talks between candidates and their supervisors with reference to talents (competencies mastered) and competencies in need of development. Usually such talks are organised periodically. Both the manager and the candidate fill out the questionnaire prior to these talks. The Reflector Appraisal shows the differences between the candidate’s and manager’s perceptions. The Reflector Appraisal provides an overview on relevant competencies and behavioural indicators. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

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Reflector 360 Leadership

360 Feedback (behaviour)DevelopmentPiCompany

Answers to questions before can be supported by our Reflector 360 Leadership. Reflector 360 Leadership shows specific behaviour more of less relevant to our different leadership roles. This way our tools improve gaining insight into the ability to develop or fullfill a leadership role.

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Reflector 360

360 Feedback (behaviour)DevelopmentPiCompany

To gain insight into their own capabilities, employees should be able to systematically evaluate their own competencies. But that is just one possible perspective. For a more balanced view, it is equally important to get the various individuals in the employees’ environment involved in the assessment – for example, supervisors, colleagues, employees and customers. The similarities and differences between the various perspectives – also known as 360-degree feedback – offer valuable starting points for discussions about the deployment and development of competencies. The Reflector 360 provides input that can be used to select the correct personal development activities, to prepare for a performance interview or a career development session. In addition to that, the Reflector 360 can be used for an entire group or a team to see which competencies the group or team collectively masters, or which ones could be improved. The Reflector 360 provides an overview of the differences between the respondent’s self-appraisal and how others in the immediate environment appraise the respondent: this includes an average across all the respondents as well as division into different groups in the immediate environment. This overview represents the competencies selected by the user and it includes the accompanying specific behavioural indicators. A special version for students is also available. The report is represented in a well-organized graphic overview with brief and succinct explanatory texts. Sample Report Reflector 360

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Reference Check

360 Feedback (behaviour)HrmForceSelection

Checking a reference in a selection procedure concerns querying a contact at one or several previous employers of an applicant. This way a future employer can assess the global functioning of an applicant including stated facts in an applicants resume. Using our Reference Check will allow you to query a contact in an objective manner. Also it is an optimal preparation for calling a referent. This check will take approximately 15 minutes.

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Profile Selector

360 Feedback (behaviour)PiCompanyPreselection

Profile Selector is an instrument that defines one or more job profiles within organisations. For each role, several critical competencies can be (s)elected. Profile Selector enables several layers within the organisation (management, job experts, colleagues, role executives) to give their opinion on desired behaviour. Questions are dealt with online assuring objectivity and possibility for partioners to respond at any given time and place. The result is an overview of competencies deemed critical for success, derived from different perspectives from each responding group. The outcome provides solid ground for discussion and will help to establish a set of competencies that is widely supported in the organisation.

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Performance Improvement Plan

360 Feedback (behaviour)DevelopmentPersonalityPiCompany

The question is: do certain competencies give you pleasure or not? It is possible that people recognize certain talents (behaviour), but do they really come from deep within? In other words, do they fit your personality? The other way round is of course also possible. The Performance Improvement Plan (PIP) shows effectively which talents fit your personality and which do not. These results are than combined with the outcome of a 360 questionnaire in which colleagues, managers or subordinates judge whether these talents are actually displayed on the workfloor and to which extent. Sample Report PIP

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