Bars method of performance appraisal
In this file, you can ref useful information about bars method of performance appraisal such as bars method of performance appraisal methods, bars method of performance appraisal tips, bars method of performance appraisal forms, bars method of performance appraisal phrases … If you need more assistant for bars method of performance appraisal, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting bars method of performance appraisal
==================
Performance appraisals help employees understand their job duties, learn what they could do better and receive praise for work done well. In most organizations, the performance appraisal process happens once a year and is administered by superiors to subordinates. Some
organizations subscribe to the "360" performance appraisal system, wherein employees receive their annual appraisal from superiors, subordinates, peers and customers. Company leaders have several options for appraisal methods, all designed to aid in various aspects of performance management.
Graphic Rating-Scale Method
The graphic rating-scale method lists employee traits alongside a scale that indicates to what degree the employee possesses each trait. Performance appraisers must rate the employee on his performance of each trait or his level of possession of each characteristic. Traits might include knowledge, initiative, work quality and speed. This method offers precision and limits bias; however, employees will be left questioning why they received such ratings unless space for comments is provided. Appraisals are of little use unless they inform employees about improvement techniques.
Behaviorally Anchored Rating Scale
The behaviorally anchored rating scale method uses a scale created by job designers to list the behaviors critical to the job in both positive and negative ways. These critical activities are called "behavioral anchors." For the appraisal, any employee behavior that matches an anchor is listed
on a vertical scale with higher perforce behaviors at the top, low performance behaviors at the bottom and average behaviors in the middle.
BARS Pros & Cons
A BARS analysis gives a quick visual as to where an employee stands because it's easy to see clusters of behavior points at the top for high performers and at the bottom for low performers. The drawback to BARS methods is that each one takes a considerable amount of time to develop. The system may be infeasible in organizations that have a higher number of different types of jobs.
Management by Objectives
Management by Objectives is an entire management philosophy created by Peter Drucker in 1954. Under this system, management sets goals -- related to quality, productivity, profits or other metrics -- and uses the performance appraisal to monitor employee progress toward the goals. This helps organizations with strong organizational cultures to instill those values in every employee. However, MBOs don't function well as an appraisal method separate from the
management system. Organizations using MBO appraisals usually include MBO as part of their entire management process.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters.
statements of effective and ineffective behaviors determine the points. They are said to be
behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases
4. Checklist method
Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job
performance against another member of the competitive group.
Advantages of Ranking Method
Employees are ranked according to their performance levels.
It is easier to rank the best and the worst employee.
Limitations of Ranking Method
The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits.
This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee.
When a large number of employees are working, ranking of individuals become a difficult issue.
There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.
The approach is focused on certain critical behaviors of employee that makes all the difference in the
performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment.
III. Other topics related to Bars method of performance appraisal (pdf, doc file download)
• Top 28 performance appraisal forms •performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples •performance appraisal phrases •performance appraisal process •performance appraisal template •performance appraisal system •performance appraisal answers •performance appraisal questions •performance appraisal techniques •performance appraisal format •performance appraisal templates •performance appraisal questionnaire •performance appraisal software •performance appraisal tools • performance appraisal interview
•performance appraisal phrases examples •performance appraisal objectives
•performance appraisal policy •performance appraisal letter •performance appraisal types
•performance appraisal quotes •performance appraisal articles
