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    BARS Assignment - Mehul Sharma

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    Mehul Sharma
    The document discusses Behaviorally Anchored Rating Scales (BARS), which rate employee performance based on specific behavioral examples rather than abstract ratings. BARS combines qualitative and quantitative data by using narratives, critical incidents, and numerical ratings. It also outlines the five steps to developing a BARS: 1) writing critical incidents, 2) developing performance dimensions, 3) reallocating incidents, 4) scaling the incidents, and 5) developing the final instrument. The document provides an example BARS that rates competencies such as communication skills, leadership skills, and strategic thinking on a scale of 1 to 5 based on behavioral descriptions.

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    BARS Assignment - Mehul Sharma

    Uploaded by

    Mehul Sharma
    163 views10 pages
    The document discusses Behaviorally Anchored Rating Scales (BARS), which rate employee performance based on specific behavioral examples rather than abstract ratings. BARS combines qualitative and quantitative data by using narratives, critical incidents, and numerical ratings. It also outlines the five steps to developing a BARS: 1) writing critical incidents, 2) developing performance dimensions, 3) reallocating incidents, 4) scaling the incidents, and 5) developing the final instrument. The document provides an example BARS that rates competencies such as communication skills, leadership skills, and strategic thinking on a scale of 1 to 5 based on behavioral descriptions.

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    The document discusses Behaviorally Anchored Rating Scales (BARS), which rate employee performance based on specific behavioral examples rather than abstract ratings. BARS combines qualitative and quantitative data by using narratives, critical incidents, and numerical ratings. It also outlines the five steps to developing a BARS: 1) writing critical incidents, 2) developing performance dimensions, 3) reallocating incidents, 4) scaling the incidents, and 5) developing the final instrument. The document provides an example BARS that rates competencies such as communication skills, leadership skills, and strategic thinking on a scale of 1 to 5 based on behavioral descriptions.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    163 views10 pages

    BARS Assignment - Mehul Sharma

    Uploaded by

    Mehul Sharma
    The document discusses Behaviorally Anchored Rating Scales (BARS), which rate employee performance based on specific behavioral examples rather than abstract ratings. BARS combines qualitative and quantitative data by using narratives, critical incidents, and numerical ratings. It also outlines the five steps to developing a BARS: 1) writing critical incidents, 2) developing performance dimensions, 3) reallocating incidents, 4) scaling the incidents, and 5) developing the final instrument. The document provides an example BARS that rates competencies such as communication skills, leadership skills, and strategic thinking on a scale of 1 to 5 based on behavioral descriptions.

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    of 10

    Performance Management Systems

    Assignment 2

    Behavior Anchored Rating Scale (BARS)

    Submitted by-
    Mehul Sharma
    Behavioral Anchored Rating Scale

    Behaviorally anchored rating scale is a measuring system which rates employees


    or trainees according to their performance and specific behavioral patterns. BARS
    is designed to bring the benefits of both quantitative and qualitative data to
    employee appraisal process as it mechanism combines the benefits of narratives,
    critical incidents and quantified ratings. It compares an individual’s performance
    against specific examples of behavior which are then categorized and appointed a
    numerical value used as the basis for rating performance.

    It can help improve organization's performance because they:

     Are reliable as the appraisals remain the same even when different raters rate
    them.

     Have clear standards upon which an employee is appraised.

     Are very accurate in the appraisal method and therefore increase reliability.

     Give an objective feedback.

     Clustering different behaviors into 5-6 dimensions help to make the


    performance dimension more independent of one another.
    Developing a BARS can be done in five basic steps:

    Step 1: Step 2:
    Step 3:
    Write Critical Develop Performance
    Reallocate Incidents
    Incidents Dimensions

    Step 5:
    Step 4:
    Develop a Final
    Scale the incidents
    Instrument

    A Behavioral Anchored Rating Scale for the given competencies:

    1). Communication Skills

    Rating Behaviors
    1  Reports are poorly written.

     Makes spelling or grammatical errors.

     Unable to express his/her views and opinions.

    2  Slow in understanding oral or written instructions.

     Insufficient listening skills.

     Can’t instruct subordinates properly.

    3  Reports are made or written in the required format.

     No spelling or grammatical errors.

     Express his/her opinion.

     Listen and understands the instructions given to him.

    4  Have ability to transmit difficult information in a more understandable


    manner.
     Practice superior listening skills.

     Present his views in a effective way.

    5  Have outstanding persuasive skills.

     Excellent presentation skills.

     Reviewing materials for others due to superior command of language.

    2). Leadership Skills

    Rating Behaviors

    1  Subordinates or team members does not listen to him/ her.

     Is not able to meet the deadlines of given tasks.

     Fails to direct staff toward achieving maximum performance.

    2  Has difficulty in prioritizing, delegating, monitoring or adjusting work


    activities to subordinates.

     Completes the work but not on time.

     Work does not go as per his/her planning.

    3  Always meets the deadline.

     Tries to motivate his subordinates.

     Is able to instruct the subordinates.

     Delegates the work effectively.

    4  Lead the team and employees effectively.

     Voluntarily take the additional responsibilities.

     Employees like to work with him.

    5  Employees look up to him.


     Other employees are excited about working with him/her.

     Successfully directs the employees towards the goals.


    3). Strategic Thinking:

    Rating Behaviors

    1  Does not like to take risks.

     Resist to changes or innovations

     Does not promote new ideas.

    2  Takes time to implement changes.

     Does not come up with new ideas.

     Does not promote innovative thinking.

    3  Take steps to implement the change.

     Encourage others to make changes.

     Comes up with new and innovative ideas.

     Invites ideas from juniors.

    4  Constantly tries to bring new changes to organization.

     Involves juniors in planning.

     Help others to cope up with changes.

    5  Develops plans to implement strategies in the most effective way.

     Their decisions help in meeting organization goals in a efficient way.


    4). Team Orientation

    Rating Behaviors

    1  Conflicts arises with other employees.

     Fails in achieving objectives.

     Team members does not like working with him.

    2  Does not work effectively in team.

     Is not supportive

     Ineffective in creating a healthy working environment.

    3  Able to achieve team goals.

     Offers encouragement and support to subordinates.

     Exhibits fair and objective behavior.

    4  Promotes a respect-filled environment

     Encourages other team members to share their ideas.

     Is fair with all the members

    5  Everyone in team likes him/her.

     All team members listen to him.

     Other team members believes he brings out the best in them.


    5). Cost Orientation:

    Rating Behaviors

    1  Is not effective in cost saving.

     Fail to meet budget limits.

     Forecasting of costs does not meet with actual costs.

    2  Sometimes meet the budget limits.

     Expenditure forecast meets with the actual expenditure sometimes.

    3  Meets the cost limits.

     Effective forecasting.

     Deliver results within the set budget limits.

    4  Saves the cost on the given budget.

     Come up with new and innovative ways to save cost.

     Successfully eliminates the unnecessary costs.

    5  Always saves the cost.

     Forecasting is always right.

     Comes up with best cost saving measures.

     Help the organization with saving the cost.

    The above rating scale has the following standards:


    1 – Poor performance
    2 – Unsatisfactory Performance
    3 – Satisfactory Performance
    4 – Good performance
    5 – Excellent performance
    References:
    1. S.N. Bagchi Performance Management
    2. Human Resource Management (15th edition) by Gary Dessler and Biju
    Varkey
    3. https://en.wikipedia.org/wiki/Behaviorally_anchored_rating_scales#Benefits
    _of_BARS
    4. https://www.talentlyft.com/en/resources/what-is-behaviorally-anchored-
    rating-scale-bars
    5. https://www.hrzone.com/hr-glossary/what-is-a-behaviourally-anchored-
    rating-scale-bars

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