IDEAS home Printed from https://ideas.repec.org/a/plo/pone00/0222694.html
   My bibliography  Save this article

Does effectiveness in performance appraisal improve with rater training?

Author

Listed:
  • Christian Rosales Sánchez
  • Dolores Díaz-Cabrera
  • Estefanía Hernández-Fernaud

Abstract

Performance appraisal is a complex process by which an organization can determine the extent to which employees are performing their work effectively. However, this appraisal may not be accurate if there is no reduction in the impact of problems caused by possibly subjective rater judgements. The main objective of this work is to check the effectiveness—separately and jointly—of the following four training programmes in the extant literature aimed at improving the accuracy of performance assessment: 1) Performance Dimension Training, 2) Frame-of-Reference, 3) Rater Error Training, and 4) Behavioural Observation Training. Based on these training strategies, three programmes were designed and applied separately. A fourth programme was a combination of the other three. We analyzed two studies using different samples (85 students and 42 employees) for the existence of differences in the levels of knowledge of performance and its dimensions, rater errors, observational accuracy, and accuracy of task and citizenship performance appraisal, according to the type of training raters receive. First, the main results show that training based on performance dimensions and the creation of a common framework, in addition to the training that includes the four programmes (Training_4_programmes), increases the level of knowledge of performance and its dimensions. Second, groups that receive training in rater error score higher in knowledge of biases than the other groups, whether or not they have received training. Third, participants’ observational accuracy improves with each new moment measure (post-training and follow-up), though not because of the type of training received. Fourth, participants who receive training through the programme that combine the other four gave a task performance appraisal that was closer to the one undertaken by the judges-experts than the other groups. And finally, students’ citizenship performance appraisal does not vary according to type of training or to different moment measures, whereas the group of employees who received all four types of training gave a more accurate citizenship performance assessment.

Suggested Citation

  • Christian Rosales Sánchez & Dolores Díaz-Cabrera & Estefanía Hernández-Fernaud, 2019. "Does effectiveness in performance appraisal improve with rater training?," PLOS ONE, Public Library of Science, vol. 14(9), pages 1-20, September.
  • Handle: RePEc:plo:pone00:0222694
    DOI: 10.1371/journal.pone.0222694
    as

    Download full text from publisher

    File URL: https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0222694
    Download Restriction: no

    File URL: https://journals.plos.org/plosone/article/file?id=10.1371/journal.pone.0222694&type=printable
    Download Restriction: no

    File URL: https://libkey.io/10.1371/journal.pone.0222694?utm_source=ideas
    LibKey link: if access is restricted and if your library uses this service, LibKey will redirect you to where you can use your library subscription to access this item
    ---><---

    References listed on IDEAS

    as
    1. Schleicher, Deidra J. & Day, David V., 1998. "A Cognitive Evaluation of Frame-of-Reference Rater Training: Content and Process Issues, ," Organizational Behavior and Human Decision Processes, Elsevier, vol. 73(1), pages 76-101, January.
    2. Pulakos, Elaine D., 1986. "The development of training programs to increase accuracy with different rating tasks," Organizational Behavior and Human Decision Processes, Elsevier, vol. 38(1), pages 76-91, August.
    Full references (including those not matched with items on IDEAS)

    Most related items

    These are the items that most often cite the same works as this one and are cited by the same works as this one.
    1. Baltes, Boris B. & Parker, Christopher P., 2000. "Reducing the Effects of Performance Expectations on Behavioral Ratings," Organizational Behavior and Human Decision Processes, Elsevier, vol. 82(2), pages 237-267, July.

    More about this item

    Statistics

    Access and download statistics

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:plo:pone00:0222694. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a bibliographic reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: plosone (email available below). General contact details of provider: https://journals.plos.org/plosone/ .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.