Sunteți pe pagina 1din 6

performance appraisal training for managers

In this file, you can ref useful information about performance appraisal training for managers
such as performance appraisal training for managers methods, performance appraisal training for
managers tips, performance appraisal training for managers forms, performance appraisal
training for managers phrases If you need more assistant for performance appraisal training
for managers, please leave your comment at the end of file.
Other useful material for you:

I. Contents of getting performance appraisal training for

Management duties include supervising employees and monitoring their performance levels to
measure productivity. Use performance appraisals as tools to evaluate and motivate the
employees you manage to meet department goals. Appraisal training for managers teaches you
how to put into use a performance appraisal program with objective criteria and open
Analyze Job Standards
As a new manager, you need to learn how to analyze job standards for employees before you can
create performance plans, upon which employee appraisals are based. Training consists of
exercises that require you to list the job duties of a position from the most important and
complex to ancillary tasks performed on occasion. This job analysis allows you to understand the
requirements of the job so you don't evaluate employees on unrelated duties. In addition, general
standards exist for most jobs, such as communicating effectively and arriving for work on time.
Set Objectives
Once the job standards are detailed, you set the objectives for how and when they'll be
performed. Training includes the difference between specific expectations and general ones that
may confuse employees and reduce productivity. Clearly state measurable performance
objectives so employees can be accurately rated. For example, instead of requiring a receptionist
to "Answer the phone at the front desk," use specific criteria, such as "Answer the phone by the

third ring using the appropriate greeting, including the company name." Give employees a copy
of the performance plan and explain the job duties and objectives.
Document Performance
Documenting employee performance and behavior is vital for performance appraisals. Since
evaluations are conducted only periodically, it's difficult to remember accomplishments and areas
needing improvement for each employee you manage. Communicate regularly with employees
to facilitate the smooth operation of the department and to prevent them from being shocked by
their performance ratings. Offer praise when earned and correct behavior or performance that
impacts productivity or violates company policy. Informal notes of important discussions contain
details, such as the date, time, issues and names of those present, and are kept in the supervisor's
Administer Appraisal
After the rating period is over, you complete the appraisal and set up a meeting with the
employee to discuss the performance ratings. Role playing during training helps you learn how
to give employees an opportunity to ask questions or to explain why performance issues exist.
For satisfactory and above employees, set annual objectives, such as duties with more
responsibility or steps to complete for promotions. Place employees who need to improve on
performance development plans that offer additional training and mentoring with a follow-up
review date scheduled for 30 to 90 days.


III. Performance appraisal methods

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.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

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

Under this method, checklist of statements of traits of

employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

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
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
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
This method speaks only of the position where an

employee stands in his group. It does not test anything

about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

III. Other topics related to performance appraisal training for

managers (pdf, doc file download)
Top 28 performance appraisal forms
performance appraisal comments
11 performance appraisal methods
25 performance appraisal examples
performance appraisal phrases
performance appraisal process
performance appraisal template
performance appraisal system
performance appraisal answers
performance appraisal questions

performance appraisal techniques

performance appraisal format
performance appraisal templates
performance appraisal questionnaire
performance appraisal software
performance appraisal tools
performance appraisal interview
performance appraisal phrases examples
performance appraisal objectives
performance appraisal policy
performance appraisal letter
performance appraisal types
performance appraisal quotes
performance appraisal articles