The full form of BARS method is Behaviorally Anchored Rating Scales.
What are Behaviorally Anchored Rating Scales (BARS)?
BARS is a performance appraisal method that uses specific examples of desired and undesired behaviors to evaluate employee performance. It combines the benefits of both qualitative and quantitative assessment methods.
How does BARS work?
- Identify critical job dimensions: The first step is to identify the key aspects of a job that are essential for success.
- Develop behavioral anchors: For each critical dimension, specific examples of behavior are identified that represent different levels of performance. These examples are called "behavioral anchors."
- Create a rating scale: The behavioral anchors are arranged on a rating scale, usually with a five-point or seven-point scale.
- Evaluate performance: The rater observes the employee's behavior and selects the behavioral anchor that best describes their performance.
Advantages of using BARS:
- Objectivity: BARS provides a more objective assessment of performance by using specific examples of behavior.
- Clarity: The use of behavioral anchors makes it clear what is expected of employees.
- Consistency: The rating scale helps ensure consistency in performance evaluations across different raters.
- Feedback: BARS provides specific feedback to employees about their performance, which can help them improve.
Examples of BARS:
- Dimension: Communication Skills
- Anchor 1: "Communicates effectively in both written and verbal form."
- Anchor 2: "Provides clear and concise instructions."
- Anchor 3: "Communicates effectively with customers, colleagues, and superiors."
- Anchor 4: "Demonstrates strong listening skills."
- Anchor 5: "Communicates effectively in a variety of situations."
Conclusion:
BARS is a valuable performance appraisal method that can help organizations improve employee performance and provide clear and objective feedback.
