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

1. Performance appraisal training
In this file, you can ref useful information about performance appraisal training such as
performance appraisal training methods, performance appraisal training tips, performance
appraisal training forms, performance appraisal training phrases … If you need more assistant for
performance appraisal training, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal training
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Creating training and development tools to ensure that managers conduct performance appraisals
effectively involves designing the process, training employees on how to use the tools, training
managers on how to provide feedback and set performance goals while adhering to legal
guidelines, distributing resources including instructions and monitoring the whole process.
Comprehensive performance appraisal training and development enable organizations to validate
that their employees have the right skills and knowledge to complete job tasks and produce
quality products and services.
Features
Training and development activities designed to support an effective performance appraisal
process involve establishing an ongoing communication process between employees and
managers. Learning how to define job responsibilities, competencies and performance measures
ensures the performance appraisal process works to improve employee achievement.
Benefits
An effective performance appraisal process aids management in decision-making processes
associated with promotion, discipline and salary administration activities. Dealing with
performance problems promptly avoids long-term issues, including legal liabilities. Designing a
customized performance appraisal program and training staff on its use ensures performance
criteria apply appropriately. Improved employee performance reduces costly mistakes, increases
productivity and motivates all personnel to achieve strategic goals.

2. Types
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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III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method

3. i. 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.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. 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 – Rater’s biases
3. 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

4. 4. 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.
5. 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.
6. Behaviorally Anchored Rating Scales

5. 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.
III. Other topics related to Performance appraisal training (pdf download)
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