The Rationale
The performance appraisal tool selected in this regard is the Critical Incident Technique. The rationale for choosing this tool lies in its critical role in the effective evaluation of employee's behavior by the human resource management in an organization. To that extent, according to Brijesh (2013), the application of Critical Incident technique in conducting performance appraisal is linked to the consideration of events or critical incidences that represent either poor or most outstanding work or behavior of employees.
Analysis of the Advantages
The adoption of the Critical Incident Technique as a tool in facilitating performance appraisal is associated with several benefits and advantages. One of these advantages is that this tool presents the management with an objective used in performing a thorough evaluation and discussion concerning the performance of different employees. The other benefit of this tool is that it is not influenced by the bias linked to the emphasis on recent incidences (Brijesh, 2013).
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Analysis of the Disadvantages
Although the use of the Critical Incident Technique in performance appraisal is associated with some benefits, it is noteworthy that it has its disadvantages. In this technique, the supervisors in charge of performance appraisal tend to unload several complaints concerning different incidences during the sessions conducted to review annual performances of workers. Moreover, this technique makes it more challenging to notice positive incidences compared to negative ones. The other disadvantage of this particular technique is that the manager has to grapple with the task of recording occurrences despite his or her busy work schedule (Brijesh, 2013). Besides, this tool requires very close supervision from the management which may bother most employees.
How the Appraisal helps with the ADDIE Model
The Critical Incident Technique of performance appraisal plays a vital role in the identification and evaluation of members of the workforce in an organization that may require training according to the ADDIE model. In that respect, this particular tool of appraisal will be expected to help the management in determining the level of training that is most appropriate for its employees based on the areas of strengths or weaknesses portrayed by the outcomes of that particular exercise. The ADDIE model will employ its five elements, namely Analyze, Design, Develop, Implement, and Evaluate, in trying to address the performance gap established upon conducting an appraisal on the work and behaviors of employees in an organization. According to Patel et al . (2018), the ADDIE model represents a generic process often used by training developers and instructional designers in the establishment of flexible and dynamic guidelines for supporting performance and training of employees.
Moreover, the Critical Incident Technique as one of the tools of performance appraisal has an essential role to play in facilitating the analysis phase of the ADDIE model. During this phase, the Critical Incident Technique helps the supervisor in charge of conducting an appraisal to clarify the instructional problems as well as establishing the associated goals and objectives. In the design phase, the outcomes of the performance appraisal exercise are used in determining the instructional contents and setting the instruments of assessment. The development phase utilizes the Critical Incident Technique as a tool of appraisal in assembling and creating instructional programs with the integration of appropriate technologies. The implementation phase involves the actual training where the developed programs and contents are used in passing knowledge to employees concerning various areas touching on the roles and responsibilities. The evaluation phase uses the results of the Critical Incident Technique in conducting its two parts namely formative evaluation and summative evaluation where specific tests are designed concerning the provided opportunities and referenced items (Patel et al., 2018).
References
Brijesh, B. (2013). Performance Appraisal-Management by Objective and Assessment Centre–Modern Approaches to Performance Appraisal. IOSR Journal Of Business And Management , 7 (5), 24-28. doi: 10.9790/487x-0752428
Patel, S., Margolies, P., Covell, N., Lipscomb, C., & Dixon, L. (2018). Using Instructional Design, Analyze, Design, Develop, Implement, and Evaluate, to Develop e-Learning
Modules to Disseminate Supported Employment for Community Behavioral Health Treatment Programs in New York State. Frontiers In Public Health , 6 . doi: 10.3389/fpubh.2018.00113
