Chapter 10: Ways to improve the performance appraisal system 1: Rater training Show
Category: Monograph Chapter Published: 29 Jun 2018
It stands to reason that appraisers set to observe and evaluate employees using performance appraisal techniques will improve their performance through adequate and appropriate training. The challenges, however, we recall, include overcoming rater errors, feelings of discomfort with performance appraisal (PA), and the possibility of biases entering into the evaluation process due to preconceived perceptions and personal (political) agendas. Notably, the assumption underlying the training is that there is real transferability from the training class to the real situation at the organization. Moreover, if given a clear idea of what the performance dimensions mean and what different performance levels look like, raters will be more likely to show (more) agreement in their evaluations. In this chapter then, in addition to discussing these basic assumptions, we introduce the concept of frame-of-reference training (see also Chapter 13), designed basically to ensure that raters adopt a common frame of reference regarding target performance dimensions and performance levels. Additionally, we take a look at raters’ motivations as a source of rater error. Despite cynicism regarding the efficacy of training and the relative dearth of research, Tziner (2002) among others, upholds its virtues. To this end, the chapter includes a discussion of the content and methodology of training programs, a sample of a successful training model, and a brief review of current trends in rater training programs. You are not authenticated to view the full text of this chapter or article. Access options Get access to the full article by using one of the access options below.
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Randomized Controlled Trial . 2009 Sep;94(5):1336-44. doi: 10.1037/a0016476. Affiliations
Randomized Controlled Trial Evaluating frame-of-reference rater training effectiveness using performance schema accuracyC Allen Gorman et al. J Appl Psychol. 2009 Sep. AbstractFrame-of-reference training has been shown to be an effective intervention for improving the accuracy of performance ratings (e.g., Woehr & Huffcutt, 1994). Despite evidence in support of the effectiveness of frame-of-reference training, few studies have empirically addressed the ultimate goal of such training, which is to teach raters to share a common conceptualization of performance (Athey & McIntyre, 1987; Woehr, 1994). The present study tested the hypothesis that, following training, frame-of-reference-trained raters would possess schemas of performance that are more similar to a referent schema, as compared with control-trained raters. Schema accuracy was also hypothesized to be positively related to rating accuracy. Results supported these hypotheses. Implications for frame-of-reference training research and practice are discussed. Similar articles
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When conducting a performance appraisal What is the most important outcome?Employees should come out of the appraisal wanting to do better on their duties and tasks. Improve work efficiency and productivity – This objective is one of the end results of employee appraisals. As a team leader, this should be your top priority as it reflects on your own performance.
What is the process of performance feedback?Performance appraisal is defined as a process that systematically measures an employees personality and performance usually by managers or immediate supervisors against the predefined attributes like skillset, knowledge about the role, technical know-how, attitude, punctuality and so on.
Which of the following is most likely a true statement about relative and absolute judgment appraisal systems?Which of the following is most likely a true statement about relative and absolute judgment appraisal systems? Absolute judgments allow for equal ratings among employees, but relative judgments do not.
What is the primary reason that most companies initially focus on with 360The purpose of the 360-degree feedback is to assist each individual to understand their strengths and weaknesses and to contribute insights into aspects of their work that need professional development.
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Frame-of-reference training has been found to be particularly effective in eliminating:
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