3.1+Project+Research

The research component of the project explores current trends in performance review and best practices for transitioning classroom based training into effective e-learning. A Gantt chart was penciled out to establish a tentative framework to realize project scope.
 * Performance Review Research **

**Research Goals** Research questions were established in order to: · Find an example of Performance Review training software · Consider “Best practices for transitioning to online learning” · Explore current trends in Online Performance Review training

**Research Methods** Research methods included questionnaires, interviews, phone calls, e-mails, internet searches, social networking and forums. Comparable classes were challenging to find as the course uses common key words in searches and often lead to advertisements and unrelated material.

**Authoring Tool** Captivate 5 is the tool selected for the project as Resorts Corporation has recently purchased several licenses for their training department. Resorts Corporation is not concerned about keeping score from the assessments. Assessments at the end of the chapter will serve the purpose of reinforcing the material.

**Current Industry Practices** Each research component provides valuable guidelines and considerations for the performance review project. Video screen capture and software simulations can be authored easily using the adobe captivate authoring tool and can bring a visual representation to the learner. Unbiased qualitative performance review feedback is essential to an effective review and was examined for ideas on best practice approaches throughout the module.

**Slide Conversion** A power point to online performance training module was researched for comparison. The University of Utah, Division of Human Resources (Utah, web. 2011) provided an interesting example of a simple employee performance review e-learning module. The module focuses on knowledge and attitude, showcasing the purpose of the employee review process. The form to fill the module is a **PDF** printable rather than an interactive in-house software e-form. Directions are simply a link to the form.

The University of Utah Online (Utah, web. 2011) employee performance appraisal reveals a string of linear slides repurposed for the web with limited interactive features. Role-play illustrations and simple assessments are assigned at chapter ends. Class participants are instructed to print and fax answers to human resource personnel for proof of course. Links are cleverly highlighted for additional expansion in gray content areas. A list of resources is provided for the learner to further expand their understanding at the end of the module.

** Video Screen Capture ** Research has demonstrated that the concept of using visual representation along with text assists learners with high visual spatial aptitudes (Clark and Lyons, 2004). The current trend toward learning occurs when visuals are relevant, simple, clean and not distracting. A third party performance review demonstration (promantek.com, 2011) utilizes video screen capture by panning in and out as an arrow clicks through the software. The screen darkens momentarily while points of interest such as a button or a check box are highlighted. A similar demo (silkroad.com, 2011) manipulates an arrow around the screen while screen shot stills transition in and out of the frame. The designer cleverly creates a video capture effect and reduces unnecessary movement in the process, giving it a cleaner, more professional appearance. Overall video screen capture and possibly total file size may actually be reduced. Areas of interest are colorfully shaded and eye-catching photography stills are incorporated throughout.

**Storyline** An adult learner pedagogy model (MSU, web. 2011) suggests that learner relevant course content and lesson times be clearly identified. Course content will include a relevant storyline to interest the learner. Storylines show the learner how a person might apply a performance review in a variety of scenarios. Every lesson activity will give the learner an approximate time to complete. Learners that complete the task before the time expiration will not be penalized. However, the nature of the Cisco server may time out if left idling. Learners should set aside an uninterrupted hour to complete the course.

Finally, the storyline component focuses on a more personal feel. A good storyline uses realistic scenarios to get the learner thinking about how they may draw upon skills they have already used in real life settings. For example, a learner may understand the term software tool to a word document or typewriter. Another learner may understand that performance logs are also used as documentation for writing positive and negative comment about employee performance and habits, similar to keeping a diary or a journal.

**Rating Bias** HE & R takes a cutting edge approach to employee evaluations. Management does not assign quantitative numbers in their performance reviews. The Performance Appraisal Question and Answer book (Grote, Richard 2002) supports this philosophy. Dick Grote argues that the best form of evaluation is not numerical, but rather a descriptive summary of specific behaviors and how employee behaviors impact the organization. Employees may feel that their evaluation has more personalization with a descriptive summary, rather than the traditional numerical scores. Therefore, the supervisors that provide the evaluation must put more thought in the appraisal and word it in such a way that demonstrates objectivity.

The IT manager’s handbook (Holtsnider, Bill, and Jaffe, Brian 2007) stresses the importance of keeping performance reviews objective rather than subjective in order to avoid wrongful termination lawsuits. The key areas of evaluation with most employees are typically; work quality, flexibility, creativity, communication, timeliness, accountability and interpersonal skills. Workers that go above and beyond the requirements of the job and access self-training are more likely to get better reviews.

**Performance Review Feedback** Effective feedback is both objective and specific (DOCHROC, 2010). Performance feedback that is expressed positively and accurately is more relevant to employees. Each evaluated behavior should be measurable as it relates to the employees. After performance reviews have been noted in the system, the review should be given to the employee in a personal conference. Employees should be prepared for this meeting by listing self-accomplishments and future goals for performance improvement.

**Negative Reviews** Negative reviews can be especially touchy and even unpredictable. It is best to inform human resources if the review is going to be negative and maintain professionalism throughout (DOCHROC, 2010). Performance behaviors, rather than personality traits, should be addressed with specific details, such as the date and time, to maintain clarity. Sensitivity to privacy and tone of voice can make the process go more smoothly.

**Implementation** Nick Shackleton Jones from the Aconventional.com blog recommends considerations with implementation strategies for course completion during the design phase. An excellent e-learning module is not going to be very proficient if only five percent of the users are actually completing the course. For this reason, the course design will propose that learners walk through each of the subcategories before allowing them to go through sub-menus for specific review.

**Research Conclusion** In conclusion, corporations should set realistic standards for employees to be measured against. Opportunities for re-training should be provided whenever possible. Performance review is an opportunity to remind employees how their role plays a part in the workplace operations and how their behaviors can shape corporate success. The flowchart (Appendixes A-C) was the most challenging in this particular project as it merged skills related content with knowledge and attitude material for the performance review process. Previously, the courses were taught separately or back to back in the classroom. The final product is still to be determined but will likely include pop up boxes with best practice tips during skills training.

The most valuable lessons that were realized in the research process were the question and answer forum boards on Linked-In. I was able to pose a question about research tips when I felt as though I had exhausted resource leads. The Linked-In forum allows the question to be posed to your friends list by personal invite. I received a significant response and was really grateful for by my colleague’s suggestions.