TRAINING, PERFORMANCE

APPRAISAL, AND REWARD

SYSTEM
A report by:
MRS. MARILYN D. ALVA
MAEd- Educational Management

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I. Topic Outline
A. Training
1. Defining Training
2. Training vs. Development
3. Importance of Training
4. Types of Workers Training
5. Training Process Model
6. Methods of Training
7. Importance and Advantages of a wellplanned Training Program

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I. Topic Outline (cont.)

B. Performance Appraisal
1. Defining Performance Appraisal
2. Uses of Performance Appraisal
3. Methods of Performance
Appraisal
4. Potential Errors in Performance
Appraisal
5. Factors Associated with Effective
Performance
6. Overcoming Performance
Appraisal Errors

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I. Topic Outline (cont.)

C. Reward System
1. Defining Reward
2. The 4Ps of Reward
3. Objectives of Reward
4. General Model of Reward System
in an Organization
6. Why rewards fail to motivate
employees
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A. 1. Training Defined
It is an organizations planned efforts to
help employees acquire job-related
knowledge, skills, abilities, and
behaviors, with the goal of applying
these on the job.
Training can benefit the organization
when it is linked to organizational needs
and when it motivates employees.
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2. Difference Between Training

and Development

Training focuses on
specific job
knowledge and
skill that is to be
applied in the
short run.

Development
focuses on
broad
knowledge and
insights that
may be
required for
adaptation to
environmental
demands in the
future.
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3. Importance of Training
1. Respond to technology changes
affecting job requirements.
2. Respond to organizational
restructuring.
3. Adapt to increased diversity of the
workforce.
4. Support career development.
5. Fulfill employee need for growth.
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4. Types of Training
1. Skills
Training
2. Retraining
3. CrossFunctional.
4. Team
Training

5. Creativity
Training
6. Literacy
Training
7. Diversity
Training
8. Customer
Service
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5. Training Process Model

I. Needs
Assessment

II. Developing &

Conducting
Training

III. Evaluating
Training

6. Methods of training
o
o
o
o

Classroom Instruction
Video and Film
Computer Assisted Instruction
Computer Assisted Instruction
with Video
o Simulation/Vestibule
o Off the job training

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7. a. Importance of Well-Organized
Training Program
Every training program of a company
must be well-planned to become
effective.
With training so essential in todays
organizations, it is important to provide
training that is effective.
An effective training program teaches
what it is designed to teach.

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7. b. Advantages of a well-planned Training

Program
Orientation provides how workers with
the general information about the
organization.
New workers are instructed in the
specific requirements of the joy they are
to perform as outlined in a clear,
accurate, comprehensive job
description.

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7. b. Advantages of a well-planned Training

Program
Advantage of by-product of training is
that accident, spoiled work and damage
to equipment and machinery can be kept
to a minimum by well-trained workers.
Dissatisfaction, absenteeism, complains
and turnover can be greatly reduced
where workers are well-trained.

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B. Performance Appraisal
1. Defining Performance Appraisal
oProcess that involves determining and
communicating to employees how they are
performing their jobs and establishing a
plan for improvement.
oTo work effectively, performance
appraisals must be supported by
documentation and a commitment by
management to make them fair and
effective.
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2. Purposes of Performance
Appraisal

1. Evaluation
2. Feedback and
development

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Functions of performance appraisal.

o Define the specific job criteria
against which performance will
be measured.
o Measure past job performance
accurately.
o Justify rewards, thereby
differentiating between high
and low performance.
o Define ratees needed
development experiences.
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Uses of Performance Appraisal

Feedback to employees
Self-development
Reward System
Personnel Decision
Timing and development

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Performance Appraisal
Methods
o
o
o
o
o
o
o
o
o
o

Graphic Rating Scale

Forced Choice
Management by Objectives
Essay Type Method
Critical incidents
Ranking and Paired Comparison
Behavioral Anchored Rating Scale (BARS)
Weighted Checklist
Forced Distribution
360 Degree Appraisal

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Graphic Rating Scale

Figure 18.3
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Forced-Choice Rating

Figure 18.6
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Checklist

Figure 18.4
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Forced Distribution Curve

Figure 18.7
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Potential Errors in Performance

Appraisal Process
Halo
Effect

Central
Tendency

The "halo" effect occurs when a

supervisors rating of a subordinates
on one trait biases the rating of that
person on other traits

A tendency to rate all

employees the same way,
such as rating them all
average

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Potential Errors in Performance

Appraisal Process
Leniency

Bias

The problem that occurs when a

supervisory has a tendency to rate all
subordinates either high or low

The tendency to allow individual

differences such as age, race, and sex
affect the appraisal rates these
employees receives.

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Overcoming Performance
Appraisal Errors

Dos include:
Base performance appraisal
on job performance only and
not other factors unrelated to
the job.
Use only those rating scales
that are relevant to the job
itself and are indicators of
job performance and
attainment.
Sincerely work at the
appraisal interview process.
Be problem solving oriented.

Donts include:
Dont criticize. Be proactive.
Carefully avoid the halo effect
and leniency errors.
Dont dominate conversations
about performance.
Encourage employees to
speak and to address issues in
the evaluation process
themselves.
Avoid general prescriptions to
fix performance. Always
present concrete and
realizable objectives.

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C. Reward System
It is a management discipline that
concerns on the formulation and
implementation of strategies and
policies, the purposes of which are to
reward employees fairly, equitably and
consistently in accordance with their
value to the organization.
It deals with design, implementation
and maintenance of reward systems
(processes, practices, procedures) that
aim to meet the needs of both the
organization and its stakeholders.
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2. The 4Ps of Reward

Pay
Salary, bonus, shares, etc.

Praise
Positive feedback, commendation, staff-ofthe-year award, etc.

Promotion
Status, career elevation, secondment, etc.

Punishment
Disciplinary action, withholding pay, or
criticism, etc
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3. Objectives of Reward

Support the organizational strategy

Recruit and Retain
Motivate employees
Internal and external equity
Strengthen psychological contact
Financially sustainable
Comply with the legislation
Efficiently administer
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. General Model of Reward System

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6. Why Do Rewards Fail to Motivate?

Too much emphasis on monetary rewards

Rewards lack an appreciation effect
Extensive benefits become entitlements
Counterproductive behavior is rewarded
Too long a delay between performance and
rewards
Too many one-size-fits-all rewards
Use of one-shot rewards with a short-lived
motivational impact
Continued use of demotivating practices such
as layoffs, across-the-board raises and cuts, and
excessive executive compensation
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III. Summary/Conclusions
Discussions present the essentials of training,
performance appraisal, and rewards in a
workplace that greatly affect or influence
employees behaviour in an organization.
On training, it is suggested that human
resources or employees must be given
appropriate training in order to bridge the skill
gap and for them to grow more professionally
in the workplace.
Thus, training program must be well-planned
and organized to become effective.

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III. Summary/Conclusions
With regard to performance appraisal,
employees performance is evaluated and
appraised for their professional and selfdevelopment and as basis of reward too.
There are different methods of appraising
performance, thus, employee need to be careful
in choosing which performance appraisal is
best suit or most appropriate for their
employees in order to avoid appraisal errors.
For this, employers must be reminded of things
on how to overcome appraisal errors.

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III. Summary/Conclusions
In terms of reward, employees receive
either intrinsic or extrinsic reward or
both which are determined by level of
employees performance or how well
they perform their job description in the
workplace.
Furthermore, rewards are given for a
number of reasons, one of these is to
motivate employees, however, at times
rewards fail to motivate employees.
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IV. Bibliography
Armstrong, M. and Stephens, T. (2005). A handbook of
employees reward management and practice. New
York. Kogan Page Publishing Company. pp 117-123.
(Retrieved July 2015 from www.googlescholar.com)
Beatty, R.W. and Bernadin H.J. (1994). Performance
appraisal: Assessing human behaviour at work. New York. Kent
Publishing Company. pp. 95-105. (Retrieved July 2015 from
www.googlescholar.com)

Noe, R.A. (2012). Employee Training & Development. 6 th

edition. New York. McGraw-Hill Companies Inc. pp.
72-80. (Retrieved July 2015 from
www.googlescholar.com)
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Thank you for your

attention!

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