Section SixCIGNA’s evaluation approach. In addition to these evaluations
based on the time series quasi-experimental design, the
company also used reaction, learning, and behavioral criteria to
assess training effectiveness. In the case of assessments of
behaviors, the company had the participants’ supervisors
assess their managerial behaviors prior to and after the training
on such dimensions as leadership, setting standards, and
planning.^63
Performance Evaluation Systems
Unfortunately, in response to complaints and unfavorable
comments, many organizations may respond in a technical
manner by changing their performance evaluation format
instead of addressing more basic problems, such as inadequate
training for evaluators, absence of linkage between ratings and
rewards, or failures to consider strategic contributions.
Maintaining an effective performance measurement system
requires training for evaluators, adequate time to perform
evaluations, adequate time to conduct performance counseling,
and rewards to distribute according to performance. Periodic
surveys of managers’ views on these aspects of the
performance evaluation system can provide indicators of its
effectiveness. Another effectiveness indicator can be obtained
by correlating employees’ ratings with their percentage merit
increases in compensation. Although structural adjustments for