Recently 360-degree assessment has become popular. It can be used as well for evaluating employee performance as for the evaluation of training transfer. The instruments used for this kind of assessment, where managers are evaluated by co-workers such as their supervisor, peers, subordinates and clients, should meet certain standards (e.g. psychometric and personnel evaluation standards). A checklist of standards will be presented on the basis of which 360-degree instruments are examined. In this study four 360-degree assessment instruments are examined. The outcomes of the study give insight into the qualities of a number of 360-degree instruments.
|Title of host publication||Proceedings 2000 AHRD Conference|
|Subtitle of host publication||Raleigh-Durham, NC, March 8-12, 2000|
|Editors||K. Peter Kuchinke|
|Place of Publication||Baton Rouge|
|Publisher||Academy of Human Resource Development|
|Number of pages||8|
|Publication status||Published - 17 Feb 2000|
|Event||Academy of Human Resource Development International Research Conference 2000 - Raleigh-Durham, United States|
Duration: 8 Mar 2000 → 12 Mar 2000
|Conference||Academy of Human Resource Development International Research Conference 2000|
|Period||8/03/00 → 12/03/00|
- 360-Degree Assessment
- Multirater Assessment
- Training EvaluationIntroduction
Jellema, F., Visscher, A., & Mulder, M. (2000). An evaluation of the Quality of 360-degree Assessment Instruments. In K. P. Kuchinke (Ed.), Proceedings 2000 AHRD Conference: Raleigh-Durham, NC, March 8-12, 2000 (pp. 723-730). Baton Rouge: Academy of Human Resource Development.