Content about Performance appraisal

July 18, 2012
Soapbox: Integrating Training and Performance Appraisal

Training and performance appraisal can work hand in hand if the appraisal looks ahead at what can be done to improve employee performance.

By Dr. Donald L. Kirkpatrick

Training and performance appraisal have the same objective: to improve performance, which means both behavior and results. To what degree does your organization relate the two?

If you have a formal performance appraisal program, you probably think of it as a Human Resources program, with the main objective to determine merit increases and make decisions regarding promotions and other staffing issues. This is the emphasis put on most performance appraisal programs.

July 26, 2011
Preparing for the Appraisal Meeting

Managers are universally advised that there should be no surprises during the course of a performance appraisal discussion and are scolded that, if the employee reacts with surprise to any point the manager makes, the manager hasn’t done his coaching job properly during the year. That’s another example of well-intentioned but poorly thought-out advice, says Dick Grote, author of “How to Be Good at Performance Appraisals.”

By Dick Grote, President, Grote Consulting Corporation

Get Everything Ready

There are a couple of important elements to arrange in advance of the performance appraisal meeting. The usual recommendations for preparing for the appraisal discussion are well known:

Gather all your materials:In addition to the performance appraisal document itself, you’ll want to have performance notes you’ve made during the course of the year and other support materials close at hand in case they’re needed.