Essay Sample on Performance Appraisal System

Introduction

Appraisal feedback process is important since continuous feedback ensures there is appropriate communication and awareness in the workplace. The essence of performance appraisals in an organization cannot be understated especially concerning various functions such as recruitment, training, and motivation among others (Performance Management, 2017). From the organizations perspective, performance appraisal measures and improves the performance and then aids in the allocation of resources such as pay and promotions. This essay described the need for training in the implementation of a novice performance appraisal system.

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The Need for Training in Implementing a Novice Performance Appraisal System

Training is an essential element of executing a new performance appraisal system. This is because training entails the formulation of the process and the training of managers on the provision of appropriate feedback in addition to defining performance objectives (Kumar, 2005). Training is essential for the observing, gathering, processing and integrating behavioral-relevant content for the improvement of the effectiveness of the performance appraisal system. Training activities formulated to support effective performance appraisal system entails the establishment of continuous communication with between workers and the managers (Elverfeldt, 2005). The ability to define the competencies, responsibilities and performance measures promotes the performance appraisal system in the enhancement of employee achievement.

Importance of Training Raters in the Appraisal Process

The raters who are mainly the managers need to be adequately trained for a better understanding of appraisal process, ability to utilize appraisal instrument as required and ability to offer effective feedback with goal-setting inclusive. Acceptance of performance appraisal system will only be possible when managers and employees perceive these conditions to be achieved (Elverfeldt, 2005). Additionally, it is necessary for these skills to be updated or refreshed regularly. It is essential for the employees to have some form of training for the introduction to the system. For the attainment of acceptance of the performance appraisal system, employees should have an understanding of the system including the behavioral standards and aspects utilized in the assessment of their performance (Performance Management, 2017).

Objectives of Training in the Performance Appraisal Process

Training is essential in the performance appraisal process. In this process, training has three objectives. First, it the managers or raters are familiarized with the measurements they work within the process. Second, the raters need to have an understanding of the sequence of operations necessary in the process. Third, it provides for the interpretation of information availed by the performance appraisal system (Celik, 2014). In the process, training helps in the reduction of errors and increment of the rating accuracy. There is also improvement of how the performance appraisal interview is conducted. It enhances the knowledge of the performance appraisal process. It ensures there is proper performance appraisal requirement analysis and the development of the system (Performance Management, 2017).

Training Managers as Raters in the Matrix Company

The managers who act as raters in Matrix need to be trained for the observation, collection, processing and incorporating behavioral information for the enhancement of the performance appraisal process. The managers need to understand the measures they will implement and sequence of activities that will be performed. Additionally, training managers help in the appropriate interpretation of the information (Elverfeldt, 2005). Training managers ensure they know what to communicate while conducting a performance review. The managers learn to utilize clear communicating in conveying the goals through role-playing exercises. Additionally, they understand the need enhance skill improvement to aid high performance.

Methods of Training in the Performance Appraisal Process

In presenting training programs, there are various methods used and include role plays, behavior modeling, and computer-assisted instruction. Roles plays entail the trainee practicing the skills in a real or created situations (Celik, 2014). Behavioral modeling entails imitative learning in which the trainees see a model of conducting the activity in an ideal situation and then rehearse the same tasks. Through this process, the trainees gain essential practice and skills. There is also computer-assisted instructions in which the trainees use computers to practice and understand the content and the methodology. In matrix Company, the training programs with a focus on the management, motivation, and evaluation of employee performance (Celik, 2014). The common training programs are formulated to prevent rating errors. There is rater error training encompasses the reduction of rating errors through enlightening the trainee on the common types of errors such as halo, central tendency, and leniency among others (Kumar, 2005). Performance dimension training involves enlightening the trainees on aspects along which the performance is appraised. This is achieved through the provision of job qualifications, participation in development and evaluation of existing rating scales. There is also the performance standard training whose objective is having the trainees share similar perception perceptions of standards (Kumar, 2005). This is accomplished through the presentation of examples of job performance to the trainees. Matrix Company will contract training expertise from companies that offer performance appraisal process training.

Lastly, it is important to note there exist rater problems. Following performance appraisals, the rater needs to arrive at a conclusion concerning performance objectively. The biases in performance ratings present themselves in different forms. The common forms include halo effect, horns effect and leniency effect among others (Kumar, 2005). Halo effect entails perception of one factor containing paramount essence, and the good rating is based on one factor. The horn effect entails rater giving an unfavorable rating based on the poor performance in a specific area (Kumar, 2005). There is leniency effect which entails awarding underserved high ratings. Mostly, this happens when the rater tries to avoid controversy.

Conclusion

In conclusion, performance appraisal is essential in an organization. To promote effective performance appraisal, an appropriate appraisal system needs to be developed. There is also the need train the raters appropriately to improve the effectiveness of performance appraisal process. Various training programs are used in eliminating various errors such as halo errors, horns errors and leniency errors.

References

Celik, D. (2014). Enabling More Objective Performance Appraisals: A Training Program Model of Pinpointing. Procedia - Social and Behavioral Sciences, 150, 794-802. http://dx.doi.org/10.1016/j.sbspro.2014.09.088

Elverfeldt, A. (2005). Performance appraisal - how to improve its effectiveness. Essay.utwente.nl. Retrieved 10 April 2018, from http://essay.utwente.nl/58960/1/scriptie_A_von_Elverfeldt.pdf

Kumar, D. (2005). PERFORMANCE APPRAISAL: The Importance of Rater Training. Journal of the Kuala Lumpur Royal Malaysia Police College, 4, 1-17.

Performance Management and Appraisal Training for Managers. (2017). Utsystem.edu. Retrieved 10 April 2018, from https://www.utsystem.edu/sites/default/files/manager-performance-appraisal-training-2017-external-copy.pdf