A Review of Rater Training Approaches and Effectiveness.
TEXAS A AND M UNIV COLLEGE STATION DEPT OF MANAGEMENT
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A common criticism of rating scales and subjective evaluations of performance has been their potential for bias and error in the raters judgment of others. As this review has shown, researchers in the area of performance appraisal have spent a great deal of effort in attempts to reduce rating errors. Unfortunately, this research has been largely disappointing. While some rater training studies have shown decreased levels of common rating errors other studies have shown that these results diminished over time or are accompanied by decreased levels of accuracy. Bernardin, 1978 Borman, 1979 Invancevich, 1979. Although studies attempting to improve rater observational skills have been successful in reducing errors and improving observation accuracy, we feel that how raters process the behavioral information may have a greater impact on the ratings made than the actual behaviors. What implications does this cognitive approach have for training raters As outlined in the review, previous studies basing training on this cognitive approach have concentrated on aiding raters in developing standards of effective performance. This was accomplished by 1 stressing the multidimensionality of performance, 2 reading a job description andor the definition of each performance dimension, and 3 watching or discussing behaviors indicative of various effectiveness levels i.e., good, average, and poor on the job. Keywords Performance appraisal, Rater training, and Rating accuracy.
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