Performance Appraisal: Approaches, Training Needs, and Strategies

Running head: PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL
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Author Note

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Introduction
The procedure or method which involves the evaluation of the employee performance
is known as performance appraisal. The method of employee performance appraisal
comprises of the management practices of regular reviews and career development activities.
The functions of performance is considered for evaluating the skills, growth, gaps and
achievements of the employees. The performance appraisal procedures are conducted by the
employers for proving necessary feedback to the employees and also contribute towards the
justification of pay hike, termination or bonuses. The purpose of the paper is to design a
performance management plan by considering various approaches in the process of
measuring results, behavior and performances.
Discussion
Approaches for measuring performance, results and behaviour:
The approaches which can be utilized for enabling the process of measuring
performance of employees in the workplace are Competitive approach, behavioral approach,
attribute approach, 360-degree feedback and result approach. The comparative approach is
ranking employee performance in regards with other departmental groups. Employees are
ranked from highest to lowest performer. In the case of attribute approach, employees are
ranked or rate based on particular skill set like teamwork, problem solving skills, judgment,
creativity and innovation. The concept of behavioral approach depicts the comparison of
performance level of employees against certain behavioral benchmark (Lawler & Mohrman,
2017). The 360-degree feedback approach includes the system of recording feedback from
subordinates. The result approach includes rating the performance of employees based on the
final results.
Critical training needs for managers and employees for performance improvement:

PERFORMANCE APPRAISAL
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Managers and employees reflects the need for training for the purpose of improving
performance levels in the functional areas. New employees need training for understanding
the organizational vision, policies and standards, which allows the employees to synchronize
the personal goal with the company’s objectives. Training requirement is not limited to the
new employees, existing employees need to be trained in the process of restricting or
strategic implementation. In the case of new product development or new technology
implementation, training programs should be focused on the development of skills for both
managers and employees (Noe et al., 2017). Even at the time of promoting or career growth,
training programs needs to be included for developing the knowledge and understanding of
employees regarding roles and responsibilities. Critical training needs for employees and
managers can be justified by the benefits of improvement in morale, impose a combine
system of control and flexibility and enhance the employee productivity.
Performance management plan:
The performance management plan for the company will include the step of job
analysis, which will identify the underlying concerns and issues of the employees. The issues
will determine the reason for gap in performance level in respect to the set objectives. This
step should ensure the identification and understanding of the main issues amongst the
employee groups. The performance management plan should include the employees in the
process to understand the reasons behind the identified concerns. This step will present
opportunities for the employees to communicate the ideas and methods which can bridge the
gap. The encouragement for understanding employee perspective will allow employees to
feel satisfied and valued. Involving employees and managers in the process will ensure the
benefits of co-creation. Then, the plan will include setting goals and objectives after forming
a clear understanding of employee performance gaps (DeNisi & Murphy, 2017). The
following step will be the communication of the derived objectives and procedures which
will be facilitated through the training programs. After the implementation of training and