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HOME - An Alternative To The Traditional Annual Performance Review: The Hooper-Bacal Model
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Why Is Training Important In Improving Performance Management Systems?
Consider this: Most managers manage as they, themselves have been managed. They learn about what good and bad management is, not from formal study, but from experience as employees. They also learn about performance management and appraisal from their experiences as employees. What's the upshot? Since most performance management systems and performance appraisal systems are very badly implemented, manager's understanding is based on mostly POOR experiences. They learn what bad performance appraisals are, but don't realize that they can be done differently, and for different reasons. They repeat the mistakes of managers from the past.
Training in performance management and appraisal isn't and shouldn't be only about the nuts and bolts of the process (filling in the forms, ratings, even communication), although those things are important. Training, particularly at the beginning, and if there is only limited time, should help reverse manager's misconceptions about what managing performance involves.
See Also:
What's The Most Important Part of Training For Performance Management and Annual Reviews?