Performance Management Training Program Evaluation

This report delves into the realm of performance management, examining the intentional and unintentional rating distortion factors within the context of Expert Engineering, Inc. It explores various biases, including leniency error, low appraiser motivation, negativity bias, and confirmatory/similarity biases, providing a comprehensive understanding of their impact. Furthermore, the report evaluates potential training programs that Demetri can implement to mitigate these distortions, focusing on literacy, interpersonal skills, and technical training. The recommendations emphasize the importance of technical proficiency, positive appraisal neutrality, and employee-driven appraisals to foster improved performance and reduce distortion rates. The report leverages the principles of effective leadership management to propose actionable strategies for enhancing organizational effectiveness.

Running Head: Performance Management
Performance Management
Name of the Student:
Name of the University:
Author’s Note

1PERFORMANCE MANAGEMENT
Introduction
Performance Management can be defined as the constant process of the communication
behavior between the employee and the supervisor which occurs during the year in comparison
to the accomplishment of the strategic objectives of the organization (Ahmed et al., 2016). The
aim of the assignment is to state the intentional and unintentional rating of the distortion factors
that fits the situation mentioned in the case study of Minimizing Biases in Performing Evaluation
at Expert Engineering, Inc. The last phase of the assignment is to evaluate the kinds of training
program which Demetri can formulate in reducing the distortion factors.
Intentional and unintentional rating distortion factors
As per Demetri the distorting factors in this sector is considered to be the ratio which
gives an effective value of the residue of waves after eliminating the fundamental values from
the original wave (Razzaq et al., 2016). Some of the intentional and unintentional ratings of
distorting factors are:
 Leniency error: the evaluators in the engineering sector have their own value of system
which acts against the appraisals. It is relative to the true performance which an
individual can exhibits or evaluators can rank on the basis of high or low.
 Low appraiser motivation: if the evaluator or the recruiter of the organisation does not
rate or appraise on a good marking the employee may tend to be insensitive. Whereas the
evaluator may be resultant to give a realistic appraisal.
 Negativity bias: the process of feedback is beneficial for the employee working in the
organization. When the employees are used to receive feedback they tend to know and

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examine the efficiency although some of the employees learn the skills. The negativity
bias helps to get along the professional development.
 Confirmatory and similarity bias: the bias is based on the perception of others. The halo
effect occur when the manger of the organisation have a positive view on particular
employee.
Kinds of training program
The concept of training program formatted by Demetri will lead to avoid intentional and
unintentional rating distortion of the managers to and cater to the specified knowledge or skill
that will help to improve the current job role. The development caters to more focus and
expansion on the employee future growth and performance. The different training sessions that
can be formulated to avoid distortion in Expert Engineering Inc are:
 Literacy training: is the training given for the things such as writing, reading and
problem solving skills because it helps to improve the communication with the employee
and employer (Aguirre & Pantoya, 2016).
 Interpersonal skills training: caters to improve and maintain positive relationship, build
trust and resolve conflict.
 Technical training: this can provide Demetri to be professional in hardware and software
in specified departments and depending on the position they work.

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Recommendation
Hence it can be recommended that Demetri should provide himself with training in
technical field as he is a pass out from a reputed university and this training will help him to be
proficient in technology. Secondly the candidate’s performance should be overstated when the
evaluator are positively neutral in their appraisal. On the other hand, the employee in the
organisation is should be appraised by the recruiter or by the leader. The training will assist him
to perform at higher standard, cater to more of self confidence, multi task in one time and as
result this will eventually lead to decrease in the rate of distortion.

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Reference
Aguirre‐Muñoz, Z., & Pantoya, M. L. (2016). Engineering literacy and engagement in
kindergarten classrooms. Journal of Engineering Education, 105(4), 630-654.
Ahmed, T. M., Bezemer, C. P., Chen, T. H., Hassan, A. E., & Shang, W. (2016, May). Studying
the effectiveness of application performance management (APM) tools for detecting
performance regressions for web applications: an experience report. In 2016 IEEE/ACM
13th Working Conference on Mining Software Repositories (MSR) (pp. 1-12). IEEE.
Razzaq, S., Iqbal, M. Z., Ikramullah, M., & van Prooijen, J. W. (2016). Occurrence of rating
distortions and ratees’ fairness perceptions per raters’ mood and affect. Career
Development International.