Performance And Management Training Research Papers Example

Question One

The appraisal should be documented as it is an official document and reflects on the career development of an employee. The assessment performance result is because of several processes. For an employee to conclude on the performance of the employee, he may choose to look at the objective production. The actual production is an analysis into the tangible duties of an employee. For example, if the employee is a sales and marketing agent, the employer will focus on his sales rates.
The employer may also indulge the other employees to attest to the performance and work ethics of the individual whose performance is being assessed. Such is known as peer assessment. In this process, both the employees who are at the same level with an assessed individual and those above him are required to assess the performance of the said person.
The employer may also assess through judgment based on several factors. The rating of an employee may enable a company decide the kind of performance delivery the employee gives. The individual in question may also be compared to other people working in the same area. Depending on how the person’s performance against his colleagues is, the employer can judge his performance.

Question two

The primary cause of performance appraisal distortion is the raters’ error. Raters appraise an individual based on their feelings towards the. The result may, therefore, end up being not entirely correct or corrupted. The error cannot be fully eliminated, but the raters can be educated on the it to reduce errors.
The error may occur in the case of an employer rating a number of several employees working in the same area. The employer may have noticed more potential in an individual employee and, therefore, grade him lower than the rest as the manager feels that the employee has not reached his maximum.

Question thee

Question four
The managers who are employers in most instances can make meetings more successful by enabling ease of communication. In such forums, the employees need to be at ease and feel comfortable to express the challenges they are undergoing. A friendly but formal environment provides a conducive platform for this kind of expression. The atmosphere can be set as so mainly by the managers,
The employer can also introduce team-building activities during such meetings. The activities first help the employees be at ease and loosen up. It also creates a sense pf trust, not only among the employees but also between the employer and employees. Team building creates a sense of belonging and togetherness. When those in such a meeting feel so, they are likely to conduct a productive discussion and conclusions.
The managers should have a way to reward the best-rated employees. The awarding creates a sense of determination among the rest. It also gives them the motivation to work harder as they know that their efforts would be recognized and awarded. The employees should also be encouraged to set goals. The manager can organize for a small talk by a profession on goal setting and achievement to help employees set realistic and achievable goals.

Question five

The best time to have an employee training is after the employee has worked in an organization for a period. The period, which may be from a month onwards, enables an employee to know what is expected of them. Therefore, when undergoing any form of training, the employee is aware of the areas he is working to improve on and pay more attention to them. After this period, an employee is also quite familiar with the organization and what is expected of them.
With the foregoing, performance assessment is necessary. However, those carrying it out should do so with care to prevent discouragement among the employees. He should also be sensitive and alert to every employee's strengths and weakness in order to know where to encourage and where not to.

References

Broner, S. (2009). Employees' Perceptions of Leaders' Attitudes and Employee Retention: A Quantitative Study on Perceived Attitudes. New York: ProQuest.
Cappelli, P. (2011). Why Companies Aren't Getting the Employees They Need. The Wallstreet Journal, 23.
Dicker, L. (2010). Employee Relations: How to Build Strong Relationships with Your Employees. New York: Allen & Unwin.
Reiley, R. (2014). Five Ways to Improve Employee Engagement Now. Business Journal, 23(1), 1.