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Appraisal Training Skills and DevelopmentFor a brief introduction to appraisal skills try Appraisals and Performance Management If you want something more in-depth read Performance Management and Appraisals Find the next available Open Performance Management and Appraisals Course And the next available Open Line Management Course You might also be interested in the next available Open Leadership Development Course See how our programmes deal with Appraisal Skills Training Have a look at a Performance Management and Appraisals Programme run for Whitehead Mann If you want to know more about our training programmes have a look at our Communication Skills Key Issues page Appraisal Training Skills and Development |
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Performance Appraisal Training
Impact Factory runs tailored
Appraisal
Skills Training
We also run Open Performance Management and Appraisal courses
and personalised One-to-One Executive Coaching
for anyone who has to deal with Appraisals
The following article was contributed by Jimmy Sturo
Performance Appraisal Training
After the performance of an employee is appraised, the superior should inform the employee about the level of the employees performance, the reason for the need for improvement of performance, and the methods of this improvement. The superior should counsel the employee about his performance and the methods of improving it.
Appraisal Skills
After the performance of an employee is appraised, the superior should inform the employee about the level of the employee's performance, the reason for the need for improvement of performance, and the methods of this improvement.
The superior should counsel the employee about his performance and the methods of improving it.
Counseling is a planned, systematic intervention in the life of an individual who is capable of choosing the goal and the direction of his own development.
Thus the purpose of counseling is to help the employee to be aware of his own performance, his strengths and weaknesses, opportunities available for performance development, and the threats in the form of technological change. Performance counseling can be done in the form of performance interview by the superior.
The post-appraisal interview has been considered by most of the organizations, as well as employees, as the most essential part of any appraisal system. This interview provides the employee the feedback information. It also gives the appraiser an opportunity to explain to the employee his rating, as well as the traits and behavior he has taken into consideration for appraisal.
It also gives the opportunity to the employee to explain his views about the rates, standards or goals, rating scale, internal and external environment, or causes for a low level of performance. Further it helps both the parties to review standards, set new standards based on the reality factors, and helps the appraiser to offer suggestions coach the employee through his advancement.
Thus the post-appraisal interview is designed to achieve certain objectives.
The first objective is to let employees know where they stand. The second objective is to help employees do a better job by clarifying what is expected of them. The third objective is to plan opportunities for development and growth.
The fourth is to strengthen the superior- subordinate working relationships by developing a mutual agreement of goals. Last but not least, the post-appraisal interview provides an opportunity for employees to express themselves on performance-related issues.
