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TRAINING AND APPRAISAL, to familiarize the new recruits with the key…

- - - - ADVANTAGES
        
        Develops knowledge:
        The main intention of formative evaluation is that it helps in the development of knowledge and skills for the learners. With this category of evaluation, the instructors, leads or teachers are able to identify the needs of the individuals and direct them towards their objectives or educational goals.
        
        Plans for the future:
        Formative evaluation is beneficial as it plans for the future where any methods related to teaching or other career tasks can be altered. Weakness is diagnosed at an early stage and remediation is made.
        
        Achieves successful outcomes:
        A formative evaluation covers up a wide range of diagnostics that are required by the students or individuals. The feedback is the main parameter which enables students to reflect what they are learning and know the reason for the same. Formative evaluation assists individuals in enhancing their performance and producing successful outcomes.
        
        Continuous improvement:
        The other main beneficial aspect of a formative evaluation is that it is an ongoing process. By this way, the feedback is increased and issues are detected at an early stage. When academics are considered, conceptual errors are identified before they start by working with their term papers. Once they initiate with term paper they are guided and validated by their instructors with each step.
      - DISADVANTAGES
        
        Time-consuming and requires resources:
        Formative evaluation is considered to be a time-consuming process if they are followed on a monthly, weekly or daily basis. These evaluations are time and resource-intensive, this is because they are in need of frequent gathering of data, analysis, reporting as well as refinement of new implementation and how effective it should be.
        
        Tiring process:
        Planning and exercising can be a tiring process and few recommendations cannot be implemented at all times. Hence this disadvantage leads many individuals to avoid the practice.
        
        Trained and qualified professionals:
        In order to process with the formative evaluation well qualified and trained individuals are required so that formative evaluation is carried over successfully and ended.
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        To know if employees have understood:
        The summative evaluation follows certain strategies for evaluation by means of practicals, tests, and more. By these ways, the trainer can make out if the employees have learned and understood
        
        They determine achievement:
        The usual procedure is that summative evaluations are done at the end of any instructional period. Thus, summative evaluation is considered to be evaluative in nature rather than being mentioned as diagnostic.
        
        Provides opportunity:
        The presence of summative evaluation is a motivator as it assists the individuals and offers them an opportunity to develop a learning environment. This is an evaluation meant for learning and is based on the outcome.
      - DISADVANTAGES
        
        Reliability and validity:
        The evaluation must be developed in a manner that covers and reflects that complete content and how the material has been taught.Tasks should also possess better consistency which is unavailable and the way they are marked internally and externally across various versions.
        
        Rectification is late:
        The main disadvantages of summative evaluation are that since it focuses on output at the end, in case there are hindrances or difficulties, the learning process at the end can be tough. There is no chance to recover as the results are at the end. This is not an accurate reflection when learning is considered.
  - - - ADVANTAGES
        
        Brings people together
        360-degree feedback, is one of the most valuable features of Agile Performance Management. As the name suggests, it provides feedback from all angles; that is from peer groups, to managers, to subordinates. As this communication comes from a variety of different sources it will contain a multitude of differing opinions and perspectives, which is of vital importance when looking for feedback. In a sense, it can be seen as more valid and objective as it is from such a varied audience.
        
        Identifies development opportunities
        As the feedback a person receives is most likely diverse, this provides a unique opportunity to uncover areas that may need development or open up gaps in knowledge that could be valuable. Such feedback can then be incorporated into personal development plans. This is very useful information that the individual may not have thought of on their own.
      - DISADVANTAGES
        
        Poor leadership
        If a manager does not get on-board with, or is not enthusiastic about a 360-degree feedback program, it is unlikely that it would be successfully implemented. Whatever the boss gives importance to, gets the attention of his/her subordinates.
        
        Priorities
        Too often the priority for managers using a 360 program is to uncover their teams’ weaknesses. While, this is intended to be a consequence of use, there should be more of an emphasis on praise and positive feedback. If 360 programmes are used only to highlight negative aspects of a team member’s work, it is likely that they will foster a negative attitude towards the feedback culture, and then ultimately disengage from it. This leads on to the final disadvantage; that there are not enough participants in the 360-feedback process.
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        This process puts ownership on the employee to recall and document the work he/she has performed throughout the course of the year and highlight major accomplishments.
        
        The self-evaluation can be tailored to fit your organization’s values, to highlight the specific roles of the individual, and to call out specific performance measures that your organization would like to focus on for the particular evaluation cycle.
        
        Instead of having to dig through e-mails, time sheets, and attempt to recall all of the projects that the employee worked on, the manager can focus on common themes of high and/or poor performance throughout the year.
      - DISADVANTAGES
        
        Just because an employee is responsible for the initial documentation, managers still will need to take ownership for monitoring performance, documenting performance concerns and/or highlights, and make efforts to correct poor performance throughout the year.
        
        If the employee’s self-evaluation is not an accurate reflection of performance, his/her manager needs to be prepared to provide clear reasoning for the differences in ratings.