{"id":730726,"date":"2019-04-07T23:53:19","date_gmt":"2019-04-07T23:53:19","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/360-derece-degerlendirme-nedir-nasil-calisir-sorular-avantajlar-ve-dezavantajlar\/"},"modified":"2019-04-07T23:53:19","modified_gmt":"2019-04-07T23:53:19","slug":"360-derece-degerlendirme-nedir-nasil-calisir-sorular-avantajlar-ve-dezavantajlar","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/tr\/360-derece-degerlendirme-nedir-nasil-calisir-sorular-avantajlar-ve-dezavantajlar\/","title":{"rendered":"360 Derece De\u011ferlendirme Nedir, Nas\u0131l \u00c7al\u0131\u015f\u0131r, Sorular, Avantajlar ve Dezavantajlar"},"content":{"rendered":"
\n

\u0130\u00e7erik Dizini<\/p>\n

    \n
  1. 360 Derece \u0130nceleme Nedir?<\/a><\/li>\n
  2. 360 Derece De\u011ferlendirme Nas\u0131l \u00c7al\u0131\u015f\u0131r?<\/a><\/li>\n
  3. 360 Derece De\u011ferlendirme i\u00e7in En \u0130yi 20 Anket Sorusu<\/a><\/li>\n
  4. 360 Derece De\u011ferlendirmenin Avantaj ve Dezavantajlar\u0131 – Genel Bak\u0131\u015f<\/a><\/li>\n
  5. Sonu\u00e7<\/a><\/li>\n<\/ol>\n<\/div>\n

    360 Derece \u0130nceleme Nedir?<\/strong><\/a><\/h2>\n

    360 derece g\u00f6zden ge\u00e7irme veya 360 inceleme, s\u00fcrekli bir <\/span>
    \n performans y\u00f6neti\u0307mi\u0307<\/span>
    \n<\/a> yard\u0131mc\u0131 olmay\u0131 ama\u00e7layan bir s\u00fcre\u00e7tir. <\/span>
    \n \u0130\u015e G\u00dcC\u00dc <\/span>
    \n<\/a>Bir kurumda her seviyedeki \u00e7al\u0131\u015fan, belirli bir s\u00fcre boyunca g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerini belirlemelerine ve beceri setlerini geli\u015ftirmelerine yard\u0131mc\u0131 olmak i\u00e7in. <\/span> <\/p>\n

    360 g\u00f6zden ge\u00e7irme, bir kurulu\u015ftaki her bireye raporlama y\u00f6neticisinden, ekip liderinden, akranlar\u0131ndan, meslekta\u015flar\u0131ndan ve astlar\u0131ndan bir performans de\u011ferlendirmesi alma f\u0131rsat\u0131 sa\u011flayan bir y\u00f6ntem ve ara\u00e7t\u0131r. En etkili 360 g\u00f6zden ge\u00e7irme, g\u00f6zden ge\u00e7irmenin tamamen somut belirte\u00e7lere dayand\u0131\u011f\u0131 g\u00f6zden ge\u00e7irmedir. <\/span><\/p>\n

    B\u00fcy\u00fck \u00f6l\u00e7\u00fcde ba\u015far\u0131l\u0131 olan kurulu\u015flar ile rekabette kalmay\u0131 ba\u015faramayanlar aras\u0131nda belirgin bir fark vard\u0131r – g\u00f6zden ge\u00e7irme s\u00fcreci. <\/span><\/p>\n

    Ba\u015far\u0131l\u0131 kurulu\u015flar, i\u015fg\u00fcc\u00fcn\u00fc s\u00fcrekli geli\u015fmeye, de\u011fi\u015fmeye ve s\u0131radanl\u0131\u011f\u0131n \u00fczerine \u00e7\u0131kmaya y\u00f6nlendirerek de\u011ferlendirmeye \u00e7al\u0131\u015f\u0131r. <\/span><\/p>\n

    Baz\u0131 kurulu\u015flar iyi ifade edilmi\u015f bir inceleme s\u00fcrecinin \u00f6neminin fark\u0131na varm\u0131\u015f olsa da, baz\u0131lar\u0131 bu s\u00fcrecin hen\u00fcz sorunsuz ilerlemedi\u011fini d\u00fc\u015f\u00fcn\u00fcyor. Hatta baz\u0131 kurulu\u015flar ucuz bir \u00e7oklu de\u011ferlendirme s\u00fcreci ba\u015flatma tuza\u011f\u0131na d\u00fc\u015fmektedir, ancak burada at\u0131lmas\u0131 gereken do\u011fru ad\u0131m, \u00e7al\u0131\u015fanlarda genel bir iyile\u015fmeye yard\u0131mc\u0131 olacak bir program ba\u015flatmakt\u0131r. <\/span><\/p>\n

    360 Derece De\u011ferlendirme Nas\u0131l \u00c7al\u0131\u015f\u0131r?<\/strong><\/a><\/h3>\n

    Bir y\u00f6neticinin, meslekta\u015f\u0131n\u0131n veya ast\u0131n\u0131n, g\u00f6zden ge\u00e7irilmesi gereken \u00f6zelliklere dayal\u0131 olarak \u00e7e\u015fitli anket sorular\u0131n\u0131<\/a> kapsayan bir g\u00f6zden ge\u00e7irme formunu doldurdu\u011fu anonim bir s\u00fcre\u00e7tir. Bu sorular \u00e7e\u015fitli i\u015fyeri yeterliliklerine dayanmal\u0131d\u0131r. 360 g\u00f6zden ge\u00e7irme teknik olarak bu \u015fekilde \u00e7al\u0131\u015fmal\u0131d\u0131r: <\/span><\/p>\n

      \n
    1. Bir bireyin neyin iyi bir lider veya y\u00f6netici oldu\u011funa dair inanc\u0131 yerine, kurumun performans\u0131nda ger\u00e7ekten fark yaratacak olan \u00e7al\u0131\u015fanlar\u0131n do\u011fru becerilerini \u00f6l\u00e7mekle i\u015fe ba\u015flay\u0131n. <\/span><\/li>\n
    2. G\u00f6zden ge\u00e7irene ve g\u00f6zden ge\u00e7irilene neden bu s\u00fcre\u00e7ten ge\u00e7tiklerini ve verilerin nas\u0131l fayda sa\u011flamak i\u00e7in kullan\u0131laca\u011f\u0131n\u0131 a\u00e7\u0131klamak i\u00e7in zaman ay\u0131r\u0131n. <\/span><\/li>\n
    3. S\u00fcrecin anonim oldu\u011fundan ve ne olursa olsun herhangi bir ihlal olmayaca\u011f\u0131ndan emin olun. <\/span><\/li>\n
    4. Ard\u0131ndan bir <\/span>
      \n anket<\/span>
      \n<\/a>       Anket yorgunlu\u011funu<\/a> \u00f6nlemek i\u00e7in doldurulmas\u0131 15-20 dakikadan fazla s\u00fcrmemelidir. Anket, zay\u0131f y\u00f6nleri vurgulamaktan ziyade g\u00fc\u00e7l\u00fc y\u00f6nleri ke\u015ffetmeye odaklanacak \u015fekilde tasarlanmal\u0131d\u0131r.<\/span><\/li>\n
    5. Ard\u0131ndan sonucu her bir birey i\u00e7in uyarlay\u0131n. Herkesin her \u015feyde iyi olmas\u0131 gerekti\u011fini s\u00f6yleyen temel bir kural yoktur. <\/span><\/li>\n
    6. Anketi uygulad\u0131ktan ve verileri toplad\u0131ktan sonra, her bir \u00e7al\u0131\u015fan i\u00e7in \u00f6zelle\u015ftirilmesi gereken bir geli\u015fim plan\u0131 geli\u015ftirin. <\/span><\/li>\n<\/ol>\n

      Herhangi bir incelemenin etkinli\u011fi, pazarlama potansiyel m\u00fc\u015fteri yaratma kampanyalar\u0131n\u0131n sat\u0131\u015f gelirini tahmin etmesine benzer \u015fekilde, metri\u011fin bir sonucu ne kadar iyi tahmin edebildi\u011fine dayan\u0131r. <\/span><\/p>\n

      360 Derece De\u011ferlendirme i\u00e7in En \u0130yi 20 Anket Sorusu<\/strong><\/a><\/h2>\n

      \u0130\u015fte 360 derece de\u011ferlendirme anketiniz i\u00e7in kullanabilece\u011finiz anket sorular\u0131<\/span><\/p>\n

      B\u00f6l\u00fcm 1: \u00d6z Fark\u0131ndal\u0131\u011fa Dayal\u0131 Sorular<\/b><\/h4>\n
        \n
      1. \u00c7al\u0131\u015fan bask\u0131 durumlar\u0131nda sakin mi?<\/span><\/li>\n
      2. D\u00fcr\u00fcstl\u00fck ve etik birey i\u00e7in \u00f6nemli midir?<\/span><\/li>\n
      3. \u00c7al\u0131\u015fan i\u015f yerinde profesyonel davran\u0131\u015flar sergiliyor mu? <\/span><\/li>\n
      4. \u00c7al\u0131\u015fan yap\u0131c\u0131 geri bildirime a\u00e7\u0131k m\u0131?<\/span><\/li>\n<\/ol>\n

        B\u00f6l\u00fcm 2: Sonu\u00e7 Odakl\u0131 Olmaya Dayal\u0131 Sorular<\/b><\/h4>\n
          \n
        1. \u00c7al\u0131\u015fan\u0131n \u00f6ncelikli odak noktas\u0131 m\u00fc\u015fteri ihtiya\u00e7lar\u0131 m\u0131?<\/span><\/li>\n
        2. \u00c7al\u0131\u015fan bir sorun \u00e7\u00f6z\u00fcc\u00fc m\u00fc?<\/span><\/li>\n
        3. \u00c7al\u0131\u015fan i\u015f yerinde zaman\u0131n\u0131 ak\u0131ll\u0131ca kullan\u0131yor mu?<\/span><\/li>\n<\/ol>\n

          B\u00f6l\u00fcm 3: Tak\u0131m Oyuncusu Olmaya Dayal\u0131 Sorular <\/b><\/h4>\n
            \n
          1. \u00c7al\u0131\u015fan ekip i\u00e7inde etkili ileti\u015fim kuruyor mu?<\/span><\/li>\n
          2. Ekipten herhangi biri onun hatal\u0131 davran\u0131\u015flar\u0131 hakk\u0131nda \u015fikayette bulundu mu?<\/span><\/li>\n
          3. \u00c7al\u0131\u015fan, ekip i\u00e7inde devam eden faaliyetler hakk\u0131nda geri bildirim sa\u011fl\u0131yor mu?<\/span><\/li>\n
          4. \u00c7al\u0131\u015fan kendisine verilen geri bildirimi ciddiye al\u0131yor mu?<\/span><\/li>\n
          5. \u00c7al\u0131\u015fan kendisine sa\u011flanan kaynaklar\u0131 payla\u015fmaya a\u00e7\u0131k m\u0131?<\/span><\/li>\n<\/ol>\n

            B\u00f6l\u00fcm 4: Bireyin Motivasyon D\u00fczeyine Dayal\u0131 Sorular<\/b><\/h4>\n
              \n
            1. \u00c7al\u0131\u015fan i\u015f yerinde verilen g\u00f6revlerle motive oluyor mu?<\/span><\/li>\n
            2. \u00c7al\u0131\u015fan, kurumun ba\u015far\u0131s\u0131 s\u00f6z konusu oldu\u011funda motivasyon belirtileri g\u00f6steriyor mu?<\/span><\/li>\n
            3. \u00c7al\u0131\u015fan, ba\u015fa \u00e7\u0131k\u0131lmas\u0131 zor biri olarak m\u0131 g\u00f6r\u00fcn\u00fcyor?<\/span><\/li>\n<\/ol>\n

              B\u00f6l\u00fcm 5: Liderli\u011fe dayal\u0131 sorular<\/b><\/h4>\n
                \n
              1. \u00c7al\u0131\u015fan liderlik \u00f6zellikleri g\u00f6steriyor mu?<\/span><\/li>\n
              2. \u00c7al\u0131\u015fan ekip i\u00e7indeki sorunlar\u0131 \u00e7\u00f6zme becerisine sahip mi?<\/span><\/li>\n
              3. \u00c7al\u0131\u015fan, ba\u015fkalar\u0131n\u0131n \u00e7al\u0131\u015fmas\u0131 i\u00e7in olumlu bir ortam sa\u011fl\u0131yor mu?<\/span><\/li>\n
              4. \u00c7al\u0131\u015fan i\u015f yerinde etkinlikler d\u00fczenlemek i\u00e7in inisiyatif al\u0131yor mu?<\/span><\/li>\n
              5. \u00c7al\u0131\u015fan\u0131n ki\u015filik \u00f6zelliklerine ili\u015fkin eklemek istedi\u011finiz bir \u015fey var m\u0131?<\/span><\/li>\n<\/ol>\n

                360 Derece De\u011ferlendirmenin Avantaj ve Dezavantajlar\u0131 – Genel Bak\u0131\u015f<\/strong><\/a><\/h3>\n

                360 derece de\u011ferlendirmenin amac\u0131, \u00e7al\u0131\u015fanlar\u0131n g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerini belirlemelerine ve kurulu\u015flardaki profesyonel hedeflerine ula\u015fmada kar\u015f\u0131la\u015fabilecekleri engellerin \u00fcstesinden gelmelerine yard\u0131mc\u0131 olmakt\u0131r. <\/span><\/p>\n

                Etkili bir arac\u0131n nas\u0131l se\u00e7ilece\u011fi, ne t\u00fcr bir de\u011ferlendiricinin anketin bir par\u00e7as\u0131 olmas\u0131 gerekti\u011fi, elde edilen verilerin nas\u0131l kullan\u0131laca\u011f\u0131, s\u00fcrecin nas\u0131l y\u00f6netilece\u011fi ve entegre edilece\u011fi ve daha fazlas\u0131 hakk\u0131nda kurulu\u015f i\u00e7inde her t\u00fcrl\u00fc tart\u0131\u015fma devam etmektedir. <\/span><\/p>\n

                Bu b\u00f6l\u00fcmde, daha iyi bir karar vermenize yard\u0131mc\u0131 olacak s\u00fcrecin avantaj ve dezavantajlar\u0131na bakaca\u011f\u0131z. \u0130\u015fte genel bir bak\u0131\u015f:<\/span><\/p>\n\n\n\n\n\n\n\n\n\n\n
                360 derece incelemenin avantajlar\u0131 <\/span><\/td>\n 360 derece incelemenin dezavantajlar\u0131 <\/span><\/td>\n<\/tr>\n
                \u0130nceleme s\u00fcrecine birden fazla kaynak dahil olmaktad\u0131r. <\/span><\/td>\nBu sadece genel bir performans de\u011ferlendirme s\u00fcrecidir. <\/span><\/td>\n<\/tr>\n
                Bir kurum i\u00e7inde ekip \u00e7al\u0131\u015fmas\u0131 k\u00fclt\u00fcr\u00fcn\u00fcn g\u00fc\u00e7lendirilmesine yard\u0131mc\u0131 olur. <\/span><\/td>\nS\u00fcrecin uygulanmas\u0131 yanl\u0131\u015f giderse organizasyonel sorunlara yol a\u00e7abilir<\/span><\/td>\n<\/tr>\n
                Bir \u00e7al\u0131\u015fan\u0131n ilerlemesinde engel te\u015fkil edebilecek konular\u0131n anla\u015f\u0131lmas\u0131na yard\u0131mc\u0131 olur. <\/span><\/td>\nMevcut sisteme sorunsuz bir \u015fekilde dahil edilmezse verimsiz olabilir. <\/span><\/td>\n<\/tr>\n
                Bir \u00e7al\u0131\u015fan\u0131n kendi \u00f6zel kariyer geli\u015fim alan\u0131n\u0131 belirlemesine yard\u0131mc\u0131 olur. <\/span><\/td>\nS\u00fcre\u00e7 anonim oldu\u011fu i\u00e7in geribildirim verenler ile geribildirim alanlar aras\u0131nda bire bir g\u00f6r\u00fc\u015fme yap\u0131lamamaktad\u0131r. <\/span><\/td>\n<\/tr>\n
                Do\u011fru uyguland\u0131\u011f\u0131 takdirde \u00f6nyarg\u0131lar ortadan kald\u0131r\u0131labilir. <\/span><\/td>\nDo\u011fru uygulanmad\u0131\u011f\u0131 takdirde, \u00e7al\u0131\u015fanlar\u0131n g\u00fc\u00e7l\u00fc y\u00f6nleri yerine zay\u0131f y\u00f6nlerini \u00f6n plana \u00e7\u0131karabilir. <\/span><\/td>\n<\/tr>\n
                Parametreler uygun \u015fekilde ayarlan\u0131rsa yap\u0131c\u0131 geri bildirim sunar. <\/span><\/td>\nGeri bildirim verenler deneyimsizse ve parametreler tan\u0131mlanmam\u0131\u015fsa, bu durum felaketlere yol a\u00e7abilir. <\/span><\/td>\n<\/tr>\n
                Bir kurulu\u015fun i\u015fg\u00fcc\u00fcn\u00fcn e\u011fitim ihtiya\u00e7lar\u0131n\u0131 belirlemesine yard\u0131mc\u0131 olur. <\/span><\/td>\n\u00c7\u0131kar\u0131m yapmak i\u00e7in \u00fczerinde \u00e7al\u0131\u015f\u0131lacak \u00f6nemli miktarda veri gerektirir. <\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
                \n

                QuestionPro Workforce<\/em> platformunu kullanarak \u00e7al\u0131\u015fan deneyimi (EX) ve \u00e7al\u0131\u015fma k\u00fclt\u00fcr\u00fc anketleri ger\u00e7ekle\u015ftirin. \u00c7al\u0131\u015fan verilerini toplay\u0131n, analiz edin ve bilin\u00e7li personel kararlar\u0131 al\u0131n.<\/p>\n

                \u00dccretsiz bir hesap olu\u015fturun<\/strong><\/a><\/p>\n

                \n

                360 derece incelemenin avantajlar\u0131 <\/strong><\/h4>\n

                A\u015fa\u011f\u0131da inceleme s\u00fcreci ile ilgili avantajlar yer almaktad\u0131r:<\/span><\/p>\n

                1. Birden fazla kaynaktan gelen rafine geri bildirim<\/strong><\/p>\n

                Bu y\u00f6ntem akranlardan, y\u00f6neticilerden, astlardan geri bildirim<\/a> sa\u011flar ve kesinlikle sadece bir bireyin geri bildiriminden \u00f6nemli miktarda fazla olabilir. Bir kurulu\u015fun, bir \u00e7al\u0131\u015fan\u0131n ilerlemesine ili\u015fkin b\u00fct\u00fcnsel bir resim elde etmesi \u00f6nemlidir. Bir kurulu\u015f sorunsuz bir \u015fekilde i\u015flemek istiyorsa s\u00fcrecin iyi, k\u00f6t\u00fc ve \u00e7irkin y\u00f6nlerini dikkate almal\u0131d\u0131r.<\/span><\/p>\n

                2. Ekip \u00e7al\u0131\u015fmas\u0131n\u0131 geli\u015ftirmeye yard\u0131mc\u0131 olur<\/strong><\/p>\n

                Bu s\u00fcre\u00e7, ekip \u00fcyelerinin birbirleriyle etkili bir \u015fekilde \u00e7al\u0131\u015fmas\u0131na yard\u0131mc\u0131 olabilir. \u015euras\u0131 bir ger\u00e7ek ki ekip \u00fcyeleri, y\u00f6neticiden \u00e7ok birbirleriyle \u00e7al\u0131\u015ft\u0131klar\u0131 i\u00e7in m\u00fckemmel bir geri bildirim kayna\u011f\u0131d\u0131r. Ekip i\u00e7inde geri bildirim sa\u011flamak s\u00f6z konusu oldu\u011funda \u00e7oklu de\u011ferlendirici geri bildirimi m\u00fckemmeldir. \u0130yi olu\u015fturulmu\u015f bir s\u00fcre\u00e7, kurulu\u015flar\u0131n harika bir ekip \u00e7al\u0131\u015fmas\u0131 k\u00fclt\u00fcr\u00fc olu\u015fturmas\u0131na yard\u0131mc\u0131 olabilir<\/span><\/p>\n

                3. Mesleki ve ki\u015fisel hedeflerin anla\u015f\u0131lmas\u0131<\/strong><\/p>\n

                360 de\u011ferlendirme, bir \u00e7al\u0131\u015fan\u0131n mesleki ve ki\u015fisel hedeflerini<\/a> ve kariyer geli\u015fimi i\u00e7in se\u00e7ti\u011fi yolu anlaman\u0131n kapsaml\u0131 y\u00f6ntemlerinden biridir. Bir \u00e7al\u0131\u015fan\u0131n tam potansiyeliyle \u00e7al\u0131\u015fmas\u0131n\u0131 engelleyen \u015feylerle kar\u015f\u0131la\u015fabilir ve ayr\u0131ca politikalardaki, prosed\u00fcrlerdeki vb. bo\u015fluklar\u0131 belirleyebilir ve \u00e7al\u0131\u015fanlara daha iyi bir \u00e7al\u0131\u015fma ortam\u0131 sa\u011flamak i\u00e7in bunlar\u0131 iyile\u015ftirebilirsiniz. <\/span><\/p>\n

                4. \u00d6nyarg\u0131lar\u0131 s\u00fcre\u00e7ten \u00e7\u0131kar\u0131n. <\/strong><\/p>\n

                Geribildirim \u00e7e\u015fitli kaynaklardan geldi\u011finde, bir bireyden gelmesinden ziyade esasen herhangi bir \u00f6nyarg\u0131y\u0131 ortadan kald\u0131r\u0131r. \u00d6nyarg\u0131 ya\u015f, \u0131rk, cinsiyet vb. nedenlerle olabilir. Bu durum ho\u015f g\u00f6r\u00fcnmeyebilir ancak b\u00f6yle bir ayr\u0131mc\u0131l\u0131k mevcuttur. Bir ki\u015fiyi en son etkile\u015fimine g\u00f6re de\u011ferlendirmek yerine, ge\u00e7mi\u015f deneyimlerini de dikkate alman\u0131z \u015fiddetle tavsiye edilir. <\/span><\/p>\n

                5. E\u011fitim de\u011ferlendirmesi<\/strong><\/p>\n

                360 derece inceleme, kurulu\u015fun e\u011fitim ihtiya\u00e7lar\u0131 hakk\u0131nda her \u015feyi kapsayan bilgiler sa\u011flar ve b\u00f6ylece uygun planlama ve y\u00fcr\u00fctmeye yard\u0131mc\u0131 olur. \u00c7al\u0131\u015fanlar\u0131n\u0131z\u0131n becerilerini geli\u015ftirmelerini istiyorsan\u0131z, bir kurulu\u015fta her d\u00fczeyde e\u011fitim, yap\u0131lmas\u0131 gereken bir faaliyettir. <\/span><\/p>\n

                360 g\u00f6zden ge\u00e7irmenin avantajlar\u0131 varsa, dezavantajlar\u0131 da vard\u0131r ve amaca hizmet etti\u011finden emin olmak amac\u0131yla uygulayabilmek i\u00e7in her g\u00f6zden ge\u00e7irme s\u00fcrecinin art\u0131lar\u0131n\u0131 ve eksilerini anlamak \u00f6nemlidir. <\/span><\/p>\n

                360 \u0130ncelemenin Dezavantajlar\u0131<\/strong><\/h4>\n

                1. S\u00fcre\u00e7ten a\u015f\u0131r\u0131 beklenti i\u00e7inde olmak<\/strong><\/p>\n

                360 g\u00f6zden ge\u00e7irmenin performans y\u00f6netimi s\u00fcreciyle ayn\u0131 \u015fey olmad\u0131\u011f\u0131n\u0131, asl\u0131nda s\u00fcrecin sadece bir par\u00e7as\u0131 oldu\u011funu anlamak gerekir. Baz\u0131 kurulu\u015flar s\u00fcre\u00e7ten a\u015f\u0131r\u0131 beklenti i\u00e7ine girmekte ve sonu\u00e7ta \u00e7ok az \u015fey elde etmektedir. Sisteme etkin bir \u015fekilde entegre edildi\u011finden emin olun. <\/span><\/p>\n

                2. S\u00fcrecin tasarlanmas\u0131<\/strong><\/p>\n

                360 g\u00f6zden ge\u00e7irme genellikle ya kurumun bir \u0130K’s\u0131 taraf\u0131ndan ya da \u00f6nemini bir e\u011fitim oturumunda \u00f6\u011frenmi\u015f veya bir kitapta okumu\u015f olan biri taraf\u0131ndan tavsiye edilir. S\u00fcrecin, varsa aksakl\u0131klar\u0131 da tasarlayabilecek bir uzman taraf\u0131ndan dikkatlice tasarlanmas\u0131 \u00f6nemlidir. <\/span><\/p>\n

                3. Destek olarak kullan\u0131n, eklenti olarak de\u011fil<\/strong><\/p>\n

                360 g\u00f6zden ge\u00e7irme, halihaz\u0131rda kurumun bir par\u00e7as\u0131 olan di\u011fer performans g\u00f6zden ge\u00e7irme s\u00fcre\u00e7lerine bir destektir. \u00d6rne\u011fin, bir bireyin yetkinliklerini biliyorsan\u0131z, bu yetkinliklere dayal\u0131 bir de\u011ferlendirme yap\u0131n. Bu sistem bir eklenti olarak kullan\u0131l\u0131rsa ba\u015far\u0131s\u0131z olmaya mahkumdur. Bu, uzun vadeli kurumsal hedeflere ula\u015fman\u0131za yard\u0131mc\u0131 olacak bir s\u00fcre\u00e7tir. <\/span><\/p>\n

                4. Bilgi eksikli\u011fi <\/strong><\/p>\n

                Bu anonim bir s\u00fcre\u00e7 oldu\u011fu i\u00e7in, daha fazla bilgiye ihtiya\u00e7 duyan ki\u015filerin ilk etapta kendilerini de\u011ferlendiren ki\u015filere ula\u015fmalar\u0131 m\u00fcmk\u00fcn de\u011fildir. \u00d6rne\u011fin, bir ki\u015fi baz\u0131 yorumlar hakk\u0131nda net de\u011filse, bunu almas\u0131n\u0131n hi\u00e7bir yolu yoktur. <\/span><\/p>\n

                5. Olumsuzluklara odaklanma e\u011filimi<\/strong><\/p>\n

                Do\u011fru yap\u0131lmazsa 360 inceleme \u00e7ok say\u0131da olumsuz tepkiye yol a\u00e7abilir. Parametreler net bir \u015fekilde tan\u0131mlanmazsa, olduk\u00e7a a\u015fa\u011f\u0131lay\u0131c\u0131 ve \u00e7irkin olabilen ve bireyin i\u015fteki becerisiyle ilgili olmas\u0131 gerekmeyen yorumlar\u0131n birikmesine yol a\u00e7abilir. Uygulamaya ge\u00e7meden \u00f6nce personeldeki herkesin s\u00fcrecin nas\u0131l i\u015fledi\u011finden haberdar edilmesi gerekir. <\/span><\/p>\n

                Sonu\u00e7<\/strong><\/a><\/h3>\n

                \u0130ster k\u00fc\u00e7\u00fck \u00f6l\u00e7ekli bir kurulu\u015f ister b\u00fcy\u00fck bir \u015firket olsun, maksimum bilgiyi elde etmenin tek yolu s\u00fcreci m\u00fckemmel bir \u015fekilde uygulamaktan ge\u00e7er. Baz\u0131 ilerici kurulu\u015flarda \u00e7al\u0131\u015fanlar, y\u00f6neticinin \u00f6zel bir m\u00fcdahalesi olmaks\u0131z\u0131n do\u011frudan birbirlerine de\u011ferlendirme yapmaktad\u0131r. <\/span><\/p>\n

                360’l\u0131k de\u011ferlendirmenizi nas\u0131l yapmaya karar verirseniz verin, m\u00fcmk\u00fcn oldu\u011funca a\u00e7\u0131klay\u0131c\u0131 oldu\u011fundan ve \u00e7al\u0131\u015fanlar\u0131n \u00fczerinde \u00e7al\u0131\u015fabilece\u011fi somut bir \u015fey oldu\u011fundan emin olmal\u0131s\u0131n\u0131z. Bir\u00e7ok durumda, s\u00fcrecin etkinli\u011fini nas\u0131l izledi\u011finiz ve de\u011ferlendirdi\u011finiz belirler. Bu g\u00fc\u00e7l\u00fc bir s\u00fcre\u00e7tir, ayn\u0131 \u015fekilde davran\u0131n. <\/span>nas\u0131l<\/p>\n","protected":false},"excerpt":{"rendered":"

                \u0130\u00e7erik Dizini 360 Derece \u0130nceleme Nedir? 360 Derece De\u011ferlendirme Nas\u0131l \u00c7al\u0131\u015f\u0131r? 360 Derece De\u011ferlendirme i\u00e7in En \u0130yi 20 Anket Sorusu […]<\/p>\n","protected":false},"author":86,"featured_media":636672,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[1162],"tags":[],"yoast_head":"\n360 Derece De\u011ferlendirme Nedir, Nas\u0131l \u00c7al\u0131\u015f\u0131r, Sorular, Avantajlar ve Dezavantajlar | QuestionPro<\/title>\n<meta name=\"description\" content=\"360 derece g\u00f6zden ge\u00e7irme veya 360 inceleme, bir kurulu\u015ftaki her seviyedeki i\u015fg\u00fcc\u00fcn\u00fcn belirli bir s\u00fcre boyunca g\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerini belirlemelerine ve beceri setlerini keskinle\u015ftirmek i\u00e7in \u00e7al\u0131\u015fmalar\u0131na yard\u0131mc\u0131 olmay\u0131 ama\u00e7layan s\u00fcrekli bir performans y\u00f6netimi s\u00fcrecidir. 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