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Definition
Employee or trainee rating system in which they are graded according to their display or
absence of specific behavioral patterns.
(R-1)
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)
(R-2)
Behaviorally Anchored Rating Scales
Law & Legal Definition
BARS uses judgmental measures developed to define the rating points in relation to
actual work behaviors. Steps in the process include:
Advantages:
Disadvantages:
• Requires observational skill and proper determination of critical behaviors;
inadequacies can lead to misleading data.
• Compilation of critical behaviors takes considerable time and effort , and
recording data also involve alert and constant observations (i.e. keeping logs)
• Less preferable due to similarity to trait measures
• It is very difficult to develop this method because you need to identify what is
“good level” etc
• Cost of development
• Opportunity to observe behaviors for many employees
(R-4)
References
(R-1) BusinessDictionary.com
(R-2) www.humanresources.hrvinet.com/behaviorally-anchored-rating-scales/
(R-3)
dictionary.reference.com/.../Behaviorally+Anchored+Rating+Scales&fromAs
k=true&o=100074
(R-4) management.uta.edu/Dr.Wheeler/5322%20fall%2008/Chap011.ppt