Implementing Performance Management: Rater Training Program Report

This report addresses the critical aspects of performance management within an organization, specifically focusing on a Saudi Arabian company facing challenges in its performance evaluation system. The report begins by identifying the causes of rater errors, primarily stemming from a misalignment between employee and organizational goals. It emphasizes the importance of aligning these goals to enhance employee engagement, productivity, and overall company performance. The core of the report recommends a rater training program, specifically the Frame-of-Reference Training method, as a solution to improve rating accuracy and reduce errors. This method trains supervisors to apply consistent standards across job dimensions, utilizing tools like BARS and video examples. The report highlights the benefits of this method, including reduced psychometric errors and improved rater reliability, ultimately contributing to the organization's strategic objectives. The conclusion reinforces the need for goal alignment and the adoption of effective performance management strategies to drive organizational success.

RUNNING HEAD: MANAGING PERFORMANCE 0
Managing Performance
Student’s Details-
3-13-2020

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Introduction
It is important for the organizations to align the individual goals of the employees
with the organization for the management of their performance. Moreover, in the scenario,
Saudi Arabian company has been facing the problems of rating errors and the criteria for
assessing their performance is not fully aligned with their gaols (DeNisi & Murphy, 2017).
This requires the HR manager to develop the rater training program for the supervisors.
However, the paper is precisely based on the rater training program to be recommended by
HR manager for the concerned company and the benefits of the measurement method used in
order to highlight the importance of alignment of employee’s goals with the method used.
Causes of Rater Errors Caused
As Saudi Arabian company has been facing inconsistency and having inaccurate
rating system which is caused due to the fact that employee’s gaols are not aligned with the
organizational gaols. Moreover, these differences have caused problems in the performance
management system in which the rater method can be inaccurate. The differences can lead to
the lack of judgement and affects the evaluation of individual’s performance and causing the
rater error which can cause the influence on the appraisal process (Javidmehr &
Ebrahimpour, 2015). Thus, it needs the alignment of employee’s goals with the
organizational gaols that can lead to the productivity of the company.
Need of Aligning Employee’s Goals with Organizational Goals
Organizational goals set the tone of the organizational strategy which needs to be
aligned with the individual goals of the employees. This alignment provides the idea to the
employees an idea of their sense of contribution to the organization and building the team and
meeting the organizational gaols (Basili, et al., 2014). Also, this engagement creates the
impact onto their performance and often leading to the celebration of good work. When the
employee’s goals are carefully aligned with organizational gaols then, they are more
accountable for the setting the priorities for pushing forward the organization (Alagaraja &
Shuck, 2015). The alignment is important as these goals can connect the employees to the
teams and create their tendency to work together and make possible contribution to the
organizational gaols. Additionally, the alignment can lead to the increase in the employee’s
performance which can lead to more productivity of the company by achieving the business
gaols. The alignment of personal and professional goals of the employees is crucial for their

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effective contribution into the organization and also it can lead to their cooperation for the
organizational goals (Farndale, Pai, Saprrow, & Scullion, 2014).
Rater Training Method
Rater training is an effective strategy for the increasing the efficiency of the
performance rating in order to contribute to the success of performance management system.
This also helps in enhancing the rater’s knowledge and skills for carrying out the evaluations
and also enhancing the efficiency of the training program. As HR manager of Saudi Arabian
company, rater training method can be recommended which can enhance the accuracy of the
rating performance and reduces the errors. The company can use rater training method of
Frame-of-Reference Training in which supervisors will be trained to maintain the specific
standards of performance into their job dimension. This method is based on the content-
oriented approach which increases the rater consistency and accuracy (Feldman, Lazzara,
Vanderbilt, & DiazGranados, 2012). The supervisors are made to determine the multiple job
dimensions on the basis of which performance is measured. BARS can be used by the
supervisors against the specific behaviours. Here, the performance is measured in terms of
the common standards which can lead to the typical multidimensionality of the jobs which
are evaluated and measured. Also, the raters will be shown videotape examples which can
represent the range of performance and the discrepancies are being reviewed for making
effective rating performance (Loignon, et al., 2017). Further, supervisors will then give
training by the trainers through the feedback for the particular level within the specific job
dimension.
Benefits of Rating Method and Importance of Aligning
Organizational Goals with Method
The chosen method of rater training method as Frame-of-Reference Training is
beneficial for the facilitation of accuracy and making the standardized rating. The main
objective of rater training is to attain the higher rater reliability. The benefits include the
reduction in the prevalence of psychometric errors into the performance appraisal methods
and ratings. This method can precisely deal with the leniency errors. The various job
dimensions in the rater training method can be addressed through dealing with the quality of
demonstrated skills (Raczynski, Cohen, Engelhard , & Lu, 2015). This makes the common
conceptualizations of performance in which performance can be evaluated through the

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evaluations of standards of performance which makes the rating effective. This also provides
the rater error measures which can improve the efficiency of rating of the employees and also
making them engaged.
There is importance of aligning the organizational gaols with the strategic
measurement method can be beneficial for the organization in which the organization can
attain the competitive position into the organization. Also, this alignment can be beneficial
for the organization in which the organization can understand their business and create the
visibility and build the relationships and make the assessment of the employee’s needs and
improve the process (Basili, et al., 2014). The alignment can be helpful for the company to
attain the excellence into the performance and improving the employee’s performance.
Conclusion
To conclude, it can be said that the alignment of organizational and the individual
goals can make the organization effective. Here, the assignment has discussed the causes of
rater errors which are being caused into the case company which is Saudi Arabian company
facing the issues related to monitoring and evaluating the performances of the employees. It
has focused upon the importance of aligning the personal and organizational gaols along with
the rater training method to be recommended by the HR manager. Lastly, the importance of
aligning the organizational gaols with the strategic measurement method used by the
organization.

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References
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