Chapter 10: Ways to improve the performance appraisal system 1: Rater training
Category: Monograph Chapter Published: 29 Jun 2018
- Abstract
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.
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Randomized Controlled Trial
. 2009 Sep;94(5):1336-44.
doi: 10.1037/a0016476.
Affiliations
- PMID: 19702375
- DOI: 10.1037/a0016476
Randomized Controlled Trial
Evaluating frame-of-reference rater training effectiveness using performance schema accuracy
C Allen Gorman et al. J Appl Psychol. 2009 Sep.
Abstract
Frame-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.
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