Within an organization, when an employee is assessed based upon his or her performance, it is critical that the employee can provide feedback associated with their performance review. In fact, employees should be able to disagree with aspects of the performance review (as applicable).
Many organizations have processes associated with appealing a performance review. Explain what factors you believe should be included in the appeals process. Then, justify who you believe should be involved, at each step of the appeal, in the process.
Additionally, explain how two of the errors found in Section 7-3 (page 206 in your textbook), can impact performance reviews. Then, identify how these errors can be corrected/prevented.
It is important to present an in-depth analysis and integrate sufficient support from scholarly resources throughout the assignment. Use suitable headings and subheadings to organize the work in an appropriate manner. Be sure to support your statements with logic and argument, citing any sources referenced.
APA style needed
Part II System Implementation
7-3 TRAINING PROGRAMS FOR MINIMIZING UNINTENTIONAL
Training the raters is another necessary step to prepare for the rollout of the
performance management system. Training not only provides participants in
the performance management system with needed skills and tools to do a good
job implementing it, but also helps increase satisfaction with the system.Ã¢â‚¬Â
In Chapter 6, we discussed what to do to minimize intentional rating distortion.
But unintentional errors also affect the accuracy of ratings. Specifically, before rolling
out the performance management system, we should consider implementing
rater training programs that address how to identify and rank job activities and
how to observe, record, and measure performance.
7-3-1 Rater Error Training
Many performance management systems can be plagued with rating errors. In
fact, rating errors are usually the reason why so many performance management
systems are usually criticized. 10 Accordingly, the goal of rater error training (RET)
is to make raters aware of what rating errors they are likely to make and to help
them develop strategies to minimize those errors. In other words, the goal of RET
is to increase rating accuracy by making raters aware of the unintentional errors
they are likely to make.
RET programs generally include definitions of the most typical errors and a
description of possible causes for those errors. Such programs also allow trainees to
view examples of common errors and to review suggestions on how to avoid making
errors. This can be done by showing video vignettes designed to elicit rating errors
and asking trainees to fill out appraisal forms regarding the situations they observed
on the video clips. Finally, a comparison is made between the ratings provided by
the trainees and the correct ratings. The trainer then explains why the errors took
place, which specific errors were made, and ways to overcome the errors in future.
RET does not guarantee increased accuracy. Raters do become aware of
the possible errors they can make, but precisely because many of the errors are
unintentional, simple awareness of the errors does not mean that errors will not
be made. Nevertheless, it may be useful to expose raters to the range of possible
errors. These errors include the following:
Ã¢â‚¬Â¢ Similar to me error. Similarity leads to attraction, so we tend to favor those
who are similar to us. Consequently, in some cases, raters are more likely
to give higher performance ratings to those employees who are perceived
to be more similar to them in terms of attitudes, preferences, personality,
and demographic variables, including race and gender.
Ã¢â‚¬Â¢ Contrast error. Contrast error occurs when, even if an absolute measurement
system is in place, raters compare individuals with one another, instead
of against predetermined standards. For example, when a rater rates an
individual of only average performance, the rating may actually be higher
than deserved if the other individuals rated by the same rater display
substandard performance levels: the average performer may seem to be
much better in comparison to the others. This error is most likely to occur
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