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Behaviorally Anchored Rating Scales

1. Definition of behaviorally anchored rating scales (BARS):

• This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance.
• It is a combination of the rating scale and critical incident techniques of employee performance evaluation.

2. Classification of behaviorally anchored rating scales:

• Behavioral observation scales
• Behavioral expectations scales
• Numerically anchored rating scales

3. Rating scales

Each behavior can rate at one of 7 scales as follows (you can set scales depend on your requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)

4. Advantages and disadvantages of behaviorally anchored rating scales:

• This method are very useful and exactly.
• It is very difficult to develop this method because you need to identify what is “good level” etc.

Click Here To Download Behaviorally Anchored Rating Scales

 

1 comment - What do you think?
Posted by Hrformats - July 12, 2011 at 7:19 AM

Categories: Compensation and Benefits, Performance Appraisal Methods, Performance management   Tags: ,

Graphic Rating Scales

1. Definition of the rating scales

• The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.
• This is the oldest and most widely method used for performance appraisal.
• The scales may specify five points, so a factor such as job knowledge might be rated 1 (poorly informed about work duties) to 5 (has complete mastery of all phases of the job).

2. Content of appraisal

• Quantity of work. Volume of work under normal working conditions
• Quality of work. Neatness, thoroughness and accuracy of work Knowledge of job.
• Dependability. Conscientious, thorough, reliable, accurate, with respect to attendance, relief, lunch breaks, etc.
• Judgment
• attitude. Exhibits enthusiasm and cooperativeness on the job
• Cooperation . Willingness and ability to work with others to produce desired goals.
• Initiative.

3. Rating scales

Rating scales can include 5 elements as follows:
• Unsatisfactory
• Fair
• Satisfactory
• Good
• Outstanding

4. Advantages of the rating scales

• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.

5. Disadvantages of the rating scales

• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers who were rated by different supervisors.

Click Here To Download Graphic Rating Scales

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Posted by Hrformats - July 12, 2011 at 7:03 AM

Categories: Compensation and Benefits, Performance Appraisal Methods, Performance management   Tags:

Essay Evaluation Method in Performance Appraisal

Essay evaluation method in performance appraisal

1. Definition of essay evaluation

• This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative technique
• This method usually use with the graphic rating scale method.

2. Input of information sources

• Job knowledge and potential of the employee;
• Employee’s understanding of the company’s programs, policies, objectives, etc.;
• The employee’s relations with co-workers and superiors;
• The employee’s general planning, organizing and controlling ability;
• The attitudes and perceptions of the employee, in general.

3. Disadvantages of essay evaluation

• Manager / supervisor may write a biased essay.
• A busy rater may write the essay hurriedly without properly assessing the actual performance of the worker.
• Apart from that, rater takes a long time, this becomes uneconomical from the view point of the firm, because the time of rater is costly.
• Some evaluators may be poor in writing essays on employee performance. Others may be superficial in explanation and use flowery language which may not reflect the actual performance of the employee.

Click Here To Download Essay Evaluation Method in Performance Appraisal

Be the first to comment - What do you think?
Posted by Hrformats - July 12, 2011 at 7:10 AM

Categories: Compensation and Benefits, Performance Appraisal Methods, Performance management   Tags: ,