Abstract:

Introduction of a performance appraisal system will certainly bring about a change in the life of an organization, some people experience the process with curious interest, and others have some fear and, beyond expectations, this may trigger resistance from both leaders and subordinates.

Performance appraisal has been considered by the literature as one of the functions and tasks of human resource management (HRM), but for sure, it is the responsibility of all managers whether or not the company provides an organizational, formal framework. Should no performance appraisal system given, each leader is committed to their own authority, how to set goals and outline their expectations, how they evaluates the work of subordinates, and asks for the opinion on the work of them. In organizations where performance appraisal system exists or is being developed, there are also expectations from each employee level in accordance with the appraisal, so who should do the appraisal, how, how often and by what means.

The level of resistance to performance appraisal depends largely on how the system has been designed and what kind of changes it causes in the daily lives of employees. The involvement of employees in the design, the process of implementation, its communication and the consideration of the organizational culture seriously influence the success and efficiency of the performance appraisal system. Employees of the organization can create the system itself, but they can also use external professional help.

In this article, we focus on training to support the introduction of performance appraisal through examples of some manufacturing companies. We will point out what are the types and themes of training that can be of help to build such a new system. What would be the number of labour who could participate and what could be the length of training the companies can provide. How employees acknowledged the theoretical and practical part of the training. Furthermore, in accordance to the role and importance of performance appraisal, what additional training has been required to support the efficiency of communication, conducting an appraisal meeting, and to manage conflicts. Through our real corporate experience, we present the acceptance, the positive and negative feedback of those and also our conclusions.

Keywords:

Performance appraisal, training, HRM, theory, practice.