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In this file, you can ref useful information about performance appraisal training such as
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Workshops and short sessions typically provide enough time to deliver key concepts about
performance appraisal processes. Distance learning alternatives allow employees located at
different facilities to participate in the same session. Events can be recorded and archived for
future access. In this way, all employees hear the same consistent message.
Topics
Performance appraisal training and develop sessions for managers typically cover what to say
when conducting a performance review. Through role-playing exercises, managers learn to use
clear communication that conveys any goals that need adjustment to changing strategic
objectives. Managers learn to reinforce the need for improving skills to enable high performance.
Managers also learn to encourage and reward employee strengths.
Expert Insight
Performance appraisal training should emphasize that employees are encouraged to take on more
complex roles. Gaps in training should lead to development or procurement of those courses to
develop those skills. Employees should be given definitive recommendations on how
performance can be improved, such as starting or stopping certain behaviors. Creating a positive
relationship with employees regarding performance improvement builds trust, and enables
growth and development that benefits the company as a whole.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an