This document outlines the key steps in the performance appraisal process and how it can be used to establish an effective employee evaluation system. It discusses identifying training needs, setting objectives, measuring performance, providing feedback, and evaluating results. When using performance appraisal for the construction industry specifically, the document recommends focusing on key performance indicators like project timelines, costs, and quality. It also emphasizes regular communication, training opportunities, and celebrating successes to boost employee motivation.

1. Training & Development
Unit IV

2. Training
Process
• Every organization whether profit or
non-profit, public or private or
government, needs to have well
trained and experienced employees to
perform the activities in order to
achieve the organizational goals.
• Training is necessary to enhance the
skill levels and increase the versatility
and adaptability of employees.

3. Training
Process
• A training process involves the following
steps:-
• 1. Identifying Training Needs
• 2. Establish Specific Objectives
• 3. Designing the Training Programme
• 4. Getting Ready for the Job
• 5. Preparation of the Learner
• 6. Presentation of Operation and Knowledge
• 7. Performance Try-Out
• 8. Follow-Up and Evaluation Training
Results.

4. Training Process
Step # 1. Identifying Training Needs:
• Training need is a difference between standard performance
and actual performance. Hence, it tries to bridge the gap
between standard performance and actual performance. The
gap clearly underlines the need for training of employees.
Hence, under this phase, the gap is identified in order to assess
the training needs.

5. Training Process
Step # 2. Establish Specific Objectives:
• After the identification of training needs, the most crucial task is
to determine the objectives of training. Hence, the primary
purpose of training should focus to bridge the gap between
standard performance and actual performance. This can be
done through setting training objectives. Thus, basic objective of
training is to bring proper match between man and the job.

6. Training Process
Step # 3. Select Appropriate Methods:
• Training methods are desired means of attaining training
objectives. After the determination of training needs and
specification of objectives, an appropriate training method is to
be identified and selected to achieve the stated objectives. There
are number of training methods available but their suitability is
judged as per the need of organizational training needs.

7. Training Process
Step # 4. Implement Programs:
• After the selection of an appropriate method, the actual
functioning takes place. Under this step, the prepared plans and
programs are implemented to get the desired output. Under it,
employees are trained to develop for better performance of
organizational activities.

8. Training Process
Step # 5. Evaluate Program:
• It consists of an evaluation of various aspects of training in
order to know whether the training program was effective. In
other words, it refers to the training utility in terms of effect of
training on employees’ performance.

9. Training Process
Step # 6. Feedback:
• Finally, a feedback mechanism is created in order to identify the
weak areas in the training program and improve the same in
future. For this purpose, information relating to class room,
food, lodging etc., are obtained from participants. The obtained
information, then, evaluated, and analyzed in order to mark
weak areas of training programs and for future improvements.

10. What is
Organizational
Development?
• It is the application of social
science techniques to plan
change in organizational
settings for the purpose of
enhancing organizational
effectiveness and the
development of individuals.

11. Underlying
Values
• Concept of people
• Concern for science
• Democratic principles
• The helping relationship

12. Potential
Conflicts
with OD
• Conflict with profit making
• Conflict with managerial
prerogatives

13. Organizational Level Diagnosis
Inputs
General
Environment
Industry
Structure
Transformation
Strategy
Design Factors
Culture
Outputs
Performance
Productivity
Satisfaction

14. Group Level Diagnosis
Inputs
Organization
Design
Factors
Culture
Strategy
Transformation
Group
Design
Factors
Outputs
Team
Effectiveness
Productivity,
Satisfaction

15. Individual Level Diagnosis
Inputs
Group
Design
Factors
Personal
Characterist-
ics
Transformation
Job
Design
Factors
Outputs
Individual
Effectiveness
Productivity,
Satisfaction

16. After Diagnosis
Feeding back the
information
01
Choosing
interventions
02
Managing
change
03
Institutionalizing
change
04

17. Team Building
• Improved group processes
• Communication
• Goal clarification
• Role clarification
• Task orientation

18. Survey Feedback
• Small meetings to
feedback survey results
• Meetings used to formulate
change
• Managers conduct
meetings to indicate
commitment

19. Employee Involvement
• Quality of worklife
• Quality circles
• Total quality management

20. Re-Engineering
• Job redesign
• Teamwork
• Work performed by most
appropriate person
• Advanced information
technologies used

21. OD
Effectiveness
• More impact on
organizational than individual
outcomes
• Works better for white collars
than blue collars
• Works better if multiple
techniques are used
• Technological change shows
more positive outcomes

22. Measurement
Problems
• Difficult to isolate cause of
outcomes since OD efforts
often involve multiple
changes
• May be the result of
Hawthorne effects
• Change may be due to
maturation or passage of time
and not intervention
Hawthrone Effect: the alteration of behaviour by the
subjects of a study due to their awareness of being
observed.

23. Ethical
Issues
• The role of the OD
practitioner
• Who’s values

24. Backwards
& Forwards
• Summing up: We looked at
OD values and how the
process operates. We
explored major approaches
and the difficulties inherent in
evaluating interventions
• Looking ahead: We conclude
the semester by looking at
organizational behavior in a
global context

25. Performance
Appraisal
• Performance appraisal is a method
of evaluating the behavior of
employees in the work spot,
normally including both the
quantitative and qualitative aspects
of job performance.

26. Objectives
The performance appraisal process serves several important purposes
• Compensation decisions
• Promotion decisions
• Training and development programmes
• Feedback to the employee
• Personal growth and development

27. Performance
Appraisal
Process
1.Establishing performance standards
• The first step in the process of performance
appraisal is the setting up of the standards which
will be used to as the base to compare the actual
performance of the employees.
• This step requires setting the criteria to judge the
performance of the employees as successful or
unsuccessful and the degrees of their
contribution to the organizational goals and
objectives. The standards set should be clear,
easily understandable and in measurable terms.
• In case the performance of the employee cannot
be measured, great care should be taken to
describe the standards.

28. Performance
Appraisal
Process
2.Communicating the standards
• Once set, it is the responsibility of the
management to communicate the standards to all
the employees of the organization.
• The employees should be informed, and the
standards should be clearly explained to the
employees.
• This will help them to understand their roles and
to know what exactly is expected from them.
• The standards should also be communicated to
the appraisers or the evaluators and if required,
the standards can also be modified at this stage
itself according to the relevant feedback from the
employees or the evaluators.

29. Performance
Appraisal
Process
3.Measuring the actual performance
• The most difficult part of the Performance
appraisal process is measuring the actual
performance of the employees that is the work
done by the employees during the specified
period of time.
• It is a continuous process which involves
monitoring the performance throughout the year.
• This stage requires the careful selection of the
appropriate techniques of measurement, taking
care that personal bias does not affect the
outcome of the process and providing assistance
rather than interfering in an employees work.

30. Performance
Appraisal
Process
4.Comparing actual performance with desired
performance
• The actual performance is compared with the
desired or the standard performance.
• The comparison tells the deviations in the
performance of the employees from the
standards set.
• The result can show the actual performance
being more than the desired performance or, the
actual performance being less than the desired
performance depicting a negative deviation in the
organizational performance.
• It includes recalling, evaluating and analysis of
data related to the employees’ performance.

31. Performance
Appraisal
Process
5.Discussing results [Feedback]
• The result of the appraisal is communicated and discussed
with the employees on one-to-one basis. The focus of this
discussion is on communication and listening.
• The results, the problems and the possible solutions are
discussed with the aim of problem solving and reaching
consensus.
• The feedback should be given with a positive attitude as this
can have an effect on the employees’ future performance.
Performance appraisal feedback by managers should be in
such way helpful to correct mistakes done by the employees
and help them to motivate for better performance but not to
demotivate.
• Performance feedback task should be handled very carefully
as it may leads to emotional outburst if it is not handing
properly. Sometimes employees should be prepared before
giving them feedback as it may be received positively or
negatively depending upon the nature and attitude of
employees.

32. Performance
Appraisal For
Establishing
Employee
Evaluation
System
• Establishing an effective employee
evaluation system can be crucial for
managing and improving employee
performance.
• Performance appraisal is one of the key tools
used for evaluating employee performance
and providing feedback.

33. Performance
Appraisal For
Establishing
Employee
Evaluation
System
Here are some steps you can follow to use
performance appraisal for establishing an
employee evaluation system:
1. Define the purpose of the evaluation system:
Determine the specific goals and objectives of
your employee evaluation system. What do
you want to achieve by evaluating your
employees' performance? What areas do you
want to focus on?
2. Determine the performance criteria: Decide
on the performance criteria that will be used
to evaluate employee performance. These
criteria should be aligned with the
organization's goals and objectives.

34. Performance
Appraisal For
Establishing
Employee
Evaluation
System
Here are some steps you can follow to use
performance appraisal for establishing an employee
evaluation system:
3. Choose the appropriate performance appraisal
method: There are various performance appraisal
methods to choose from, such as the graphic rating
scale, critical incident method, and 360-degree
feedback. Select the method that best suits your
organization's needs and objectives.
4. Train managers and supervisors: Provide training to
managers and supervisors who will be responsible for
conducting the performance appraisal. This training
should cover how to conduct an appraisal effectively,
how to provide constructive feedback, and how to set
goals and objectives.

35. Performance
Appraisal For
Establishing
Employee
Evaluation
System
Here are some steps you can follow to use
performance appraisal for establishing an employee
evaluation system:
5. Communicate the evaluation process to employees:
Ensure that employees understand the evaluation
process and the performance criteria being used.
Employees should know what is expected of them and
how they will be evaluated.
6. Conduct the performance appraisal: Managers and
supervisors should conduct the performance appraisal
in a fair and objective manner. They should use the
agreed-upon criteria to evaluate each employee's
performance.

36. Performance
Appraisal For
Establishing
Employee
Evaluation
System
7. Provide feedback and coaching: After the performance
appraisal, managers and supervisors should provide
feedback to each employee, highlighting areas of strength
and areas that need improvement. They should also
provide coaching and support to help employees improve
their performance.
8. Set goals and objectives: Based on the performance
appraisal, managers and supervisors should set goals and
objectives for each employee. These goals should be
specific, measurable, achievable, relevant, and time-
bound.
9. Monitor and evaluate the evaluation system: Regularly
monitor and evaluate the employee evaluation system to
ensure it is achieving its intended goals and objectives.
Make adjustments as necessary to improve the system.

37. Performance
Appraisal For
Establishing
Employee
Evaluation
System in
Construction
Industry
The construction industry is unique and has specific performance
metrics that are relevant to evaluating employee performance.
Here are some steps that can help you use performance
appraisal for establishing an effective employee evaluation
system in the construction industry:
1. Identify key performance indicators (KPIs): Identify the KPIs
that are most relevant to your organization's construction
industry. These could include metrics like project completion
rate, safety compliance, quality of work, and productivity.
2. Choose the appropriate performance appraisal method:
Consider the specific requirements of the construction
industry when selecting a performance appraisal method.
For example, the critical incident method, which involves
recording specific incidents of good or bad performance,
might be appropriate for evaluating safety compliance.
Alternatively, the graphic rating scale method could be used
to evaluate productivity or the quality of work.

38. Performance
Appraisal For
Establishing
Employee
Evaluation
System in
Construction
Industry
3. Create performance appraisal forms: Develop a
performance appraisal form that includes the KPIs
identified in the first step. This form should provide specific
criteria for evaluating performance in each area.
4. Train managers and supervisors: Provide training to
managers and supervisors on how to conduct performance
appraisals in the construction industry. The training should
cover the KPIs and the specific criteria for evaluating
performance.
5. Communicate the evaluation process to employees:
Ensure that employees understand the performance
appraisal process and the KPIs that will be used to evaluate
their performance. This will help them focus on the areas
that are most important to the organization.

39. Performance
Appraisal For
Establishing
Employee
Evaluation
System in
Construction
Industry
6. Conduct the performance appraisal: Conduct the
performance appraisal in a fair and objective manner, using
the specific criteria outlined in the performance appraisal
form. Provide feedback to employees and offer suggestions
for improvement.
7. Set goals and objectives: Based on the performance
appraisal, set goals and objectives for each employee.
These goals should be specific, measurable, achievable,
relevant, and time-bound.
8. Monitor and evaluate the evaluation system: Regularly
monitor and evaluate the employee evaluation system to
ensure it is achieving its intended goals and objectives.
Make adjustments as necessary to improve the system.
By following these steps, you can use performance
appraisal to establish an effective employee evaluation
system in the construction industry. The system should be
tailored to the unique requirements of the industry and
should focus on KPIs that are most relevant to the

40. Performance
Management
and
Encouragement
• Performance management and
encouragement are important aspects in any
industry, including the construction industry.
Construction projects are complex and
involve a multitude of activities and tasks
that require collaboration and coordination
among various stakeholders such as
architects, engineers, contractors, suppliers,
and clients. Effective performance
management and encouragement can help
ensure that the project is completed on
time, within budget, and to the required
quality standards.

41. Performance
Management
and
Encouragement
Here are some strategies for performance management and
encouragement in the construction industry:
• Clearly define project goals and objectives: Setting clear and
specific goals and objectives for the project can help to align
the efforts of all stakeholders towards a common objective.
This can also help to provide a clear understanding of what is
expected from each team member, which can help to reduce
misunderstandings and conflicts.
• Regular feedback and communication: Providing regular
feedback and open communication channels can help to keep
all stakeholders informed about project progress, issues, and
challenges. This can also help to identify areas for
improvement and allow for timely corrective actions.

42. Performance
Management
and
Encouragement
• Use Key Performance Indicators (KPIs): Using KPIs
such as cost, time, and quality metrics can help to
track performance and identify areas for
improvement. These KPIs can also be used to
incentivize and reward high performers and
encourage improvement in those areas where
performance is lacking.
• Training and development: Providing training and
development opportunities for team members can
help to improve their skills and knowledge, which
can translate into improved performance. This can
also help to create a culture of continuous
improvement and innovation.

43. Performance Management and
Encouragement
• Celebrate successes: Celebrating project successes and milestones
can help to boost morale and motivation among team members. This
can also help to create a positive work environment and foster a
sense of team spirit and collaboration.
Overall, effective performance management and encouragement
can help to ensure the success of construction projects and create a
positive and productive work environment for all stakeholders.

44. Rewarding Employee
Rewarding employees in the construction industry can be an effective way
to motivate and retain top talent, which is particularly important in an industry
where skilled workers are in high demand. Here are some ideas for how to reward
employees in the construction industry:
• Performance-Based Bonuses: Offering bonuses for outstanding performance can
motivate employees to work harder and achieve more. You can tie bonuses to
metrics like completing projects on time or under budget, achieving a certain
level of customer satisfaction, or reaching specific safety milestones.
• Recognition Programs: Recognizing employees for their hard work and
accomplishments can be a powerful motivator. You can implement an employee
recognition program that rewards employees for going above and beyond, such
as a “employee of the month” award or a “most improved” award.

45. Rewarding Employee
• Professional Development Opportunities: Investing in employee
development can be a powerful motivator. You can offer opportunities for
training, education, or certifications that can help employees improve their
skills and advance in their careers.
• Health and Wellness Benefits: In an industry that can be physically
demanding, offering health and wellness benefits can be an effective way
to show employees that you value their well-being. You can offer benefits
like gym memberships, wellness programs, or health insurance.
• Flexible Work Arrangements: Offering flexible work arrangements, such as
telecommuting or flexible hours, can be a great way to reward employees
for their hard work while also promoting work-life balance.

46. Rewarding Employee
• Social Events: Hosting social events like company outings, picnics, or
holiday parties can be a great way to build morale and show
employees that you value their contributions to the company.
Remember, the key to effective employee rewards is to make
them meaningful and personalized. Take the time to understand what
motivates your employees and tailor your rewards to their individual
needs and interests.