{"id":17240,"date":"2025-04-18T10:11:38","date_gmt":"2025-04-18T08:11:38","guid":{"rendered":"https:\/\/collaborator.biz\/?p=17240"},"modified":"2025-04-22T11:07:26","modified_gmt":"2025-04-22T09:07:26","slug":"on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp","status":"publish","type":"post","link":"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/","title":{"rendered":"On the verge of HR and L&#038;D: 360\u00b0 assessment, MBO, IDP"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_1 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/#360%C2%B0_assessment_a_view_from_all_sides\" >360\u00b0 assessment: a view from all sides<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/#MBO_system_in_the_company_goals_leading_to_development\" >MBO system in the company: goals leading to development<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/#PRACTICAL_EXPERIENCE_How_did_RBI_Retail_Innovation_automate_360_and_MBO_assessment_on_the_LMS_Collaborator_platform\" >PRACTICAL EXPERIENCE. How did RBI Retail Innovation automate 360 and MBO assessment on the LMS Collaborator platform?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/#Individual_development_plan_a_personalized_growth_route\" >Individual development plan: a personalized growth route<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<p>When HR and L&amp;D teams work as a single mechanism, something truly special happens. HR sees the big picture \u2013 who has potential, what competencies need to be developed, how to build career paths. And L&amp;D knows how to translate this vision into specific training programs, how to motivate employees to learn, and how to measure the results.<\/p>\n<p>In this article, we will analyze three processes that are on the borderline of HR and L&amp;D functions: 360 personnel assessment, management by objectives (MBO), and individual development plans (IDP). We will also show how LMS Collaborator helps to combine these processes into a single, well-coordinated system.<\/p>\n<p><!--more--><\/p>\n<h2><span class=\"ez-toc-section\" id=\"360%C2%B0_assessment_a_view_from_all_sides\"><\/span>360\u00b0 assessment: a view from all sides<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>To effectively develop employees, it is important to have a complete picture of their strengths, personal qualities, and professional competencies. One way to obtain this data is through <strong>a 360-degree personnel assessment<\/strong>. It includes feedback from the manager, colleagues, subordinates, and the employee.<\/p>\n<p>This comprehensive approach provides objective information about how a person interacts with others, how effective they are, and what competencies they demonstrate in their daily work.<\/p>\n<p><strong>Strategic tandem of HR and L&amp;D:<\/strong><\/p>\n<p>Personnel assessment is considered an HR function, but its results directly affect training. If HR and L&amp;D work separately, a typical situation may arise: \u201cthe assessment is done, the results are in, but what&#8217;s next?\u201d<\/p>\n<p><strong>HR conducts the assessment:<\/strong> Organizes the 360\u00b0 assessment process, collects and analyzes the results, and identifies areas for employee development.<br \/>\n<strong>L&amp;D transforms results:<\/strong> Develops training programs based on identified needs, selects appropriate development formats, and creates personalized learning plans.<br \/>\n<strong>The result of joint work:<\/strong> The assessment turns from a simple data collection into an effective development tool that brings real benefits to both the employee and the company.<\/p>\n<p><strong>How it works in LMS Collaborator:<\/strong><\/p>\n<p>LMS Collaborator allows setting up and automating the entire 360\u00b0 personnel assessment cycle: from creating questionnaires to collecting and analyzing results. First, you create a rating scale and define the criteria for evaluating employees. Next, you create tasks and assign respondents. This can be done manually or automatically based on the company&#8217;s organizational structure.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-17243 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/assessment-2025.png\" alt=\"assessment\" width=\"780\" height=\"809\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/assessment-2025.png 1850w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/assessment-2025-289x300.png 289w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/assessment-2025-987x1024.png 987w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/assessment-2025-768x797.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/assessment-2025-1480x1536.png 1480w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>An example of an assessment in LMS Collaborator<\/em><\/p>\n<p>An example of an assessment in LMS CollaboratorThe system independently collects data and provides comprehensive analytics, including:<\/p>\n<p>&#8211; comparing employee self-assessment with colleagues&#8217; assessments,<br \/>\n&#8211; analyzing gaps between actual results and established standards,<br \/>\n&#8211; profile analysis of assessments by groups,<br \/>\n&#8211; matrix data analysis.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"MBO_system_in_the_company_goals_leading_to_development\"><\/span>MBO system in the company: goals leading to development<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>MBO (Management by Objectives)<\/strong> is a management system that focuses on setting clear, measurable goals for each employee and tracking progress toward achieving them. Goals in the MBO system are usually tied to the company&#8217;s overall strategy. This helps employees clearly understand where they are headed and how their work affects the company&#8217;s overall performance.<\/p>\n<p><strong>Strategic tandem of HR and L&amp;D:<\/strong><\/p>\n<p>Management by objectives is usually taken over by the HR team, but successful implementation of this system is impossible without the involvement of L&amp;D.<\/p>\n<p><strong>HR shapes the process:<\/strong> It creates a goal management system, sets deadlines, monitors implementation, and aligns them with the company&#8217;s strategy.<br \/>\n<strong>L&amp;D provides support:<\/strong> Provides the necessary training resources, develops development programs, and helps employees acquire the necessary skills.<br \/>\n<strong>The result of joint work:<\/strong> Employees receive not only clear goals, but also all the necessary tools and support to achieve them with confidence.<\/p>\n<p><strong>How it works in LMS Collaborator:<\/strong><\/p>\n<p>In LMS Collaborator, all employee objectives are collected in a single structure &#8211; the goal tree. This is not just a list of tasks, but a dynamic system that reflects the connections between employees, their managers, and the company&#8217;s priorities.<br \/>\nEach objective can be switched to one of two modes:<\/p>\n<p>1. \u201cedit mode\u201d when participants can edit all parameters,<br \/>\n2. \u201cassessment mode\u201d, where only status updates, KPIs, and final scores are available.<\/p>\n<p>This allows you to control the level of access depending on the stage of work on the goal.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-17246 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/mbo-2025.png\" alt=\"mbo lms collaborator\" width=\"780\" height=\"712\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/mbo-2025.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/mbo-2025-300x274.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/mbo-2025-1024x935.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/mbo-2025-768x701.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/mbo-2025-1536x1402.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>Example of MBO creation in LMS Collaborator<\/em><\/p>\n<p>If you use the OKR methodology, one goal can have several sub-goals, and for each of them, you can assign a separate responsible executive and a supervisor who accompanies the process and evaluates the result. If the company has a classic MBO, the LMS automatically generates a goal tree based on the organizational structure, taking into account the relationship between managers and subordinates. A template with a ready-made set of goals is created for each employee, and line managers automatically become the curators of these goals.<\/p>\n<p>For each position, you can customize separate templates that take into account the specifics of the role. And to determine the achievement of goals, you can use both specific KPIs and a textual description of the expected results.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"PRACTICAL_EXPERIENCE_How_did_RBI_Retail_Innovation_automate_360_and_MBO_assessment_on_the_LMS_Collaborator_platform\"><\/span>PRACTICAL EXPERIENCE. How did RBI Retail Innovation automate 360 and MBO assessment on the LMS Collaborator platform?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-17261 alignleft\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/group_498.png\" alt=\"\" width=\"253\" height=\"93\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/group_498.png 500w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/group_498-300x110.png 300w\" sizes=\"auto, (max-width: 253px) 100vw, 253px\" \/>How we automated 360\u00b0 and MBO valuation at RBI RI<\/strong><\/p>\n<p>For the second year in a row, the com<\/p>\n<p>pany has been conducting a 360\u00b0 competency assessment. This is part of the annual Performance Appraisal, which covers all employees. The process takes place in January and February.<\/p>\n<p>To avoid manual work and make it easier to collect feedback, we moved the process to LMS Collaborator. Now everything is automated.<br \/>\nHow the 360\u00b0 assessment works<\/p>\n<p><strong>Each employee is assessed by:<\/strong><\/p>\n<ul>\n<li>themselves,<\/li>\n<li>their Team Lead,<\/li>\n<li>colleagues by function,<\/li>\n<li>members of the Agile team, and,<\/li>\n<li>for managers, subordinates.<\/li>\n<\/ul>\n<p>In Collaborator, we define who assesses whom and assign forms. The assessment is based on corporate competencies that are relevant to each role. The platform also allows you to add comments.<\/p>\n<p>Comments are a key part of the assessment, because employees are interested in seeing more than just their scores. We ask our colleagues to leave feedback in the format:<\/p>\n<ul>\n<li><strong>Start<\/strong> \u2013 what to do<\/li>\n<li><strong>Stop<\/strong> \u2013 what to stop<\/li>\n<li><strong>Super<\/strong> \u2013 what to continue<\/li>\n<\/ul>\n<p>This provides not only numbers, but also a clear direction for development. We use this data for annual bonuses and individual development plans (IDPs).<\/p>\n<p><strong>How MBO works<\/strong><\/p>\n<p>In addition to the 360\u00b0 assessment, we have also implemented a management by objectives (MBO) system. Annual goals start with the CEO and cascade down to each employee.<\/p>\n<p>We used to store goals in Excel. Now everything is in the LMS Collaborator. The platform allows you to create, change, and evaluate goals online. Each employee has Company Objectives. Managers also have Personal Objectives. We add KPIs to each goal.<\/p>\n<p>Now the evaluation is structured and convenient for everyone.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-17258 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/image-1.png\" alt=\"\" width=\"780\" height=\"482\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/image-1.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/image-1-300x185.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/image-1-1024x633.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/image-1-768x475.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/image-1-1536x950.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<blockquote><p><strong>Daryna Serhiienko, HR Generalist, on the results of the work:<\/strong><\/p>\n<p><em>\u00abAfter implementing LMS Collaborator, Performance Appraisal became easier, more transparent, and clearer. We have reduced the administrative burden and successfully conducted the assessment twice. Less \u201cboring processes\u00bb \u2013 more value for employees\u00bb.<\/em><\/p><\/blockquote>\n<h2><span class=\"ez-toc-section\" id=\"Individual_development_plan_a_personalized_growth_route\"><\/span>Individual development plan: a personalized growth route<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>What is it? <\/strong><br \/>\n<strong>Individual development plan<\/strong> \u2013 is a structured employee growth program that takes into account personal needs and potential.<br \/>\n<strong>When is it created?<\/strong><br \/>\n\u0406The PR is usually formed after the personnel assessment and goal setting in the MBO system.<br \/>\n<strong>What is it for?<\/strong><br \/>\nTo clearly see the employee&#8217;s strengths, areas for development, and specific goals to be achieved.<\/p>\n<p><strong>Strategic tandem of HR and L&amp;D:<\/strong><\/p>\n<p><strong>HR shapes the direction:<\/strong> It sees the full picture of the company&#8217;s development, analyzes assessment results, determines competencies for positions, and aligns the IDP with business goals.<br \/>\n<strong>L&amp;D implements plans:<\/strong> Selects or creates training programs, adapts training to the needs of the employee, and ensures a balance of theory and practice.<br \/>\n<strong>The result of joint work:<\/strong> The IDP becomes a clear route that simultaneously supports the employee&#8217;s career ambitions and meets the company&#8217;s strategic goals.<\/p>\n<p><strong>How it works in LMS Collaborator:<\/strong><\/p>\n<p>LMS Collaborator allows you to create several development plans for one employee. For example, to improve in the current role or to prepare for a future transition to a new position. In order not to create everything from scratch, it is convenient to use ready-made sets of tasks that can be easily edited according to the specifics of the position.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-17249 aligncenter\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/pdp-2025.png\" alt=\"personal development plan\" width=\"780\" height=\"663\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/pdp-2025.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/pdp-2025-300x255.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/pdp-2025-1024x870.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/pdp-2025-768x653.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2025\/04\/pdp-2025-1536x1306.png 1536w\" sizes=\"auto, (max-width: 780px) 100vw, 780px\" \/><\/p>\n<p style=\"text-align: center;\"><em>An example of creating a development plan in LMS Collaborator<\/em><\/p>\n<p>You can add training and personal tasks to development plans, thus ensuring a comprehensive approach to employee development. As well as one-to-one meeting tasks to record the results of individual meetings between the employee and HR or manager.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Talent development is a joint responsibility of HR and L&amp;D departments. The 360 assessment, MBO system and individual development plans work most effectively when there is a clear partnership between HR and L&amp;D and a shared vision of the result.<\/p>\n<p>That is why it is important to have a single platform that allows you to connect all these elements into a coherent system. LMS Collaborator is not just a learning platform. It is a tool that helps to build a clear and transparent talent development system where every process, from assessment to career planning, works in a coordinated manner.<\/p>\n<div class=\"try-block\" style=\"width: 750px;\">\n<div class=\"container-fluid\">\n<div class=\"try-container d-lg-flex align-items-center\">\n<div class=\"try-info\" style=\"width: 750px; padding: 30px;\">\n<div class=\"anons\">Submit an application and see how easy, structured, and manageable staff development can be.<\/div>\n<div class=\"anons\"><strong><em><a class=\"button orange d-flex align-items-center justify-content-center call-request-form\" style=\"width: 220px;\" href=\"#\" data-toggle=\"modal\" data-target=\"#trial\">Try LMS Collaborator<\/a><\/em><\/strong><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>Sorry, this entry is only available in UA.\u041a\u043e\u043b\u0438 HR \u0442\u0430 L&amp;D \u043a\u043e\u043c\u0430\u043d\u0434\u0438 \u043f\u0440\u0430\u0446\u044e\u044e\u0442\u044c \u044f\u043a \u0454\u0434\u0438\u043d\u0438\u0439 \u043c\u0435\u0445\u0430\u043d\u0456\u0437\u043c, \u0432\u0456\u0434\u0431\u0443\u0432\u0430\u0454\u0442\u044c\u0441\u044f \u0449\u043e\u0441\u044c \u043f\u043e-\u0441\u043f\u0440\u0430\u0432\u0436\u043d\u044c\u043e\u043c\u0443 \u043e\u0441\u043e\u0431\u043b\u0438\u0432\u0435. HR&#8230;<\/p>\n","protected":false},"author":6,"featured_media":17252,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[282,414,51,77,417,89],"class_list":["post-17240","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-lmscollaborator","tag-assessment","tag-elearning","tag-lms","tag-mbo","tag-pdp"],"_links":{"self":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/17240","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/comments?post=17240"}],"version-history":[{"count":8,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/17240\/revisions"}],"predecessor-version":[{"id":17288,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/17240\/revisions\/17288"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media\/17252"}],"wp:attachment":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media?parent=17240"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/categories?post=17240"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/tags?post=17240"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}