The basic ingredients in all employee appraisal systems are pretty much the same: setting performance criteria, developing tracking and documenting procedures, determining which areas should be measured quantitatively, and deciding how the information is to be communicated to employees. Here are factors to take into
account in choosing between systems: The level of employees being appraised: The degree of an employee’s autonomy is one key variable that can help shape your range of evaluation techniques. The degree of training needed to implement the program: Make sure that you take into consideration the current workload of your supervisors before you introduce a program that requires extensive training. Availability of development resources:
Make sure that you have the appropriate time and resources available. Remember that as job requirements change, the evaluation forms also must change, which can mean additional work down the road. Management by objectives (MBO) focuses on results and the activities and skills that truly define an employee’s job. Even more recent forms of appraisal that require reciprocal feedback are in large part based on
the principles of MBO. In a typical MBO scenario, an employee and manager sit down together at the start of an appraisal period and formulate a set of statements that represent specific job goals, targets, or deliverables (milestones that comprise a project or process). These should be as specific and measurable as possible. This list becomes the basis for an action plan. At a later date, the employee and the manager sit down again and measure employee performance on
the basis of how many of those goals were met. Advantages: Provides a sharp focus for evaluating employee performance Enlists the employee in the appraisal process Can be easily integrated into companywide performance and improvement initiatives Gives employee a blueprint for successful performance Emphasizes action and results Downsides:
Behaviorally anchored rating scaleBehaviorally anchored rating scale (BARS) systems are designed to emphasize behaviors, traits, and skills needed to successfully perform a job. A typical BARS form consists of a left column has a rating scale and a right column contains behavioral anchors that reflect those ratings. Advantages:
Downsides:
Critical incidentsThe critical incidents method of performance appraisal is built around a list of specific behaviors, generally known as critical behaviors, that are deemed necessary to perform a particular job competently. Managers, the HR department, or outside consultants can draw up the list. Performance evaluators use a critical incident report to record actual incidents of behavior that illustrate when employees either carried out or didn’t carry out these behaviors. Advantages:
Downsides:
Multirater assessmentsMultirater assessments are also called 360-degree assessments or 360 reviews. The employee’s supervisors, co-workers, subordinates, and, in some cases, customers are asked to complete detailed questionnaires on the employee. The employee fills out the same questionnaire. The employee then compares her assessment with the other results. Advantages:
Downsides:
About This ArticleAbout the book author:Max Messmer is chairman and CEO of Robert Half International, the world's largest specialized staffing firm. He is one of the leading experts on human resources and employment issues. This article can be found in the category:
What are the advantages of behaviorally anchored rating scales?Advantages of the BARS method includes:
It's easy to use, and clearly defined behavioral indicators eliminate confusion. Managers can effortlessly conduct the appraisal process and employees can easily understand and accept outcomes. Data collected is from the employees' perspective encouraging employee engagement.
What is the key disadvantage of behaviorally anchored rating scales?Disadvantages of behaviorally anchored rating scales
The primary disadvantage for many businesses is that developing and implementing a BARS scale can be expensive. If you have a lot of roles in your organization, you need to develop a different scale for each role.
What are disadvantages of behavior rating scale?DISADVANTAGES OF RATING SCALE • It is difficult to fix up rating about many aspects of an individual. Misuse can result in decreased objectivity. Due to chances of subjective evaluation, scales may become unscientific and unreliable. Lack of uniformity with which terms are interpreted by the evaluator.
What is a disadvantage of behaviorally anchored rating scales quizlet?The main disadvantage of a behaviorally anchored rating scale (BARS) is that it: requires considerable time and effort to develop.
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