Final answer:
Commanders use performance appraisal systems, such as 360-degree feedback, to assess and improve unit performance. Goals are revisited, and training's effectiveness is evaluated. Continuous improvement is sought based on structured feedback and regular performance evaluations.
Step-by-step explanation:
Commanders on military or business operations use various methods to continuously assess unit performance, including during training or actual operations. A key tool used for this purpose is the performance appraisal system, which can be quite complex and often involves motivating employees to improve their performance and expand their competencies. Commanders and managers may utilize different forms such as a 360-degree feedback approach, where an individual's performance is rated by supervisors, customers, direct reports, peers, and the employees themselves. This comprehensive evaluation is contingent upon the initial job analysis and the individual or shared goals set by the employee and management.
Post-evaluation, it's essential to take action on the feedback provided to address any identified weaknesses. Regular conversations between employees and their supervisors are critical to ensure the alignment of the organization's objectives with employee performance. Goals should be reassessed, and progress towards them should be documented and reviewed regularly. Additionally, training effectiveness is often measured by changes in behavior and job performance post-training, and by outcomes such as productivity and profitability.
Performance appraisals play a pivotal role for commanders to identify reasons for performance success and shortfalls. Evaluating and documenting performance multiple times a year also gives grounds for rewarding excellent performance or for taking corrective actions, like probation or even termination in cases of consistent poor performance. Continually aiming for improvements based upon regular and structured feedback is a cornerstone of good performance management.