Q 1
Training would prove a critical feature of executing a new appraisal system for performance in many ways. Just as the ancient ‘philosophers’ stated that practice brings perfection, training can create a similar impact in a survey program. It is through professional training that managers can master the concepts of a program even before using it. For example, they will grasp the underlying activities of an appraisal system such as communication, ratings, and filling forms. Training, especially at the start, should play an integral role in reversing those misconceptions of managers about the requirements of performance management.
Q 2
Training is a valuable activity that can bring several benefits to the process. It can help the management through its responsibilities of making decisions related to promotion, administration of salary, and disciplinary errands of the company. It also prepares the managers to handle the performance problems in an appropriate way by avoiding long-term setbacks and legal liabilities. In addition to that, training helps an organization design a customized program of performance appraisal and a staff that ensures that it applies the performance criteria in an appropriate manner. In the case of employees, training improves their performance; reduces costly errors; boosts their productivity level; and motivates all the staff to attain their and the company’s strategic goals.
Q 3
Managers are the members of the Matrix, which needs training. Usually, the Training Decision-Making Matrix lays emphasis on the tasks related to the training management, and also strives to support any institution that plans to finance or sponsor the training activities for capacity building. Moreover, training prepares managers to handle the tasks at hand as well as guide the other employees through the insights and expectations of the new appraisal system.
Q 4
Managers can undergo various training programs that can help them implement, operate, and manage a new appraisal system. This paper will focus on the top three types of training that the management should consider. They include Employee Relations, Time Management (Planning), and Safety. In the latter, the managers attend training procedures, which allow them to have perfect mastery of the protocol and policies of fire safety, lockdowns, emergency evacuations, and other security-related (safety) issues
In the case of Time Management (Planning), managers need to undergo training sessions that involve time-management, problem-solving, planning, and delegation skills to help them learn how to maximize the utilization of their resources and time. On the other hand, Employee Relations training enable managers to learn how to relate to the other employees in a way that provides a positive effect on their morale as well as productivity.
While there is a variety of training programs for the management, these three form the basis of the entire process. With them, the managers find no obstacles in understanding the insights of the other types of training. If the managers have a profound relationship with the other employees, know how to manage time and resources the company allocates to them, and can handle the risks facing the same; then they can run almost other activity related to training.
Q 5
The providers of training at the Matrix involve the top management level and other professional institutions, which have the knowledge and ability to provide high-end education programs.
Q 6
Besides introducing new things, training also helps managers iron up some of the vices in them. For example, it assists them in phasing out some rater biases, such as recency, cynical event, horns, stereotyping, halo, leniency, and severity.
References
Bacal & Associates. (2015). Why Is Training Important In Improving Performance Management Systems? Retrieved May 28, 2016, from Bacal & Associates: http://performance-appraisals.org/faq/improvetraining.htm
Duggan, T. (2016). Performance Appraisal Training & Development. Retrieved May 28, 2016, from Chron: http://smallbusiness.chron.com/performance-appraisal-training-development-1909.html
EPES. (2016). Types of Rater Bias. Retrieved May 28, 2016, from EPES: https://personnel.ky.gov/DHRA/EPES-TypesRaterBias.pdf
Levinger, B. (2016). Decision-Making Matrix for Training. Retrieved May 28, 2016, from GDRC: http://www.gdrc.org/ngo/bl-dmt.htm
McKay, M. (2016). Types of Management Training for Employees. Retrieved May 28, 2016, from Chron.
