Evaluation Strategies
EVALUATION STRATEGIES
Managers often claim that Performance Appraisals of employees are second only to the termination or the dismissal of an employee when it comes to tasks they dislike. The reason most likely is due to not having the knowledge needed to perform performance appraisals successfully. The most common error made by managers is that they wait until nearly the deadline (normally at the end of the year) before they begin evaluating the employee. One strategy technique that we would like for the trainees to retain when they complete the training course is to establish quarterly performance appraisal reviews. As a result, each employee will obtain the opportunity to adjust their personal goals and therefore achieve higher reviews in the next quarter.
We will use a few different methods to determine how successful our training session was. First, a cognitive approach by asking our trainees to send in a work sample, a recent performance appraisal that they have completed on a bank teller that works directly for them. We will evaluate and summarize the findings, and in turn determine how they can improve their performance. Then when the training is completed we will ask them to send us a second copy of a performance appraisal that was performed since the training. This will hopefully reflect great improvement with the use of our training techniques.
Another evaluation outcome that we will use is the affective outcome method. At this time, we will send out pre and post surveys or questionnaires on conducting performance appraisals. The pre survey will give us a better understanding of who we are dealing with and what their interpretation concerning performance appraisals really are. This is extremely helpful in preparing your training program. If performance appraisal is something that most of your class has no interest in, then you need to make sure you have many exercises or role playing situations that will...
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