Overview

behaviourally anchored rating scales


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(BARS)

A technique for evaluating the performance of an employee which can be used as part of the appraisal process. The technique involves: (1) breaking down a particular job into its key tasks (performance dimensions); (2) identifying a range of possible behaviours that can be displayed by an employee in undertaking each task; (3) placing these behaviours on a scale ranging from ineffective performance to excellent performance; and (4) assessing the jobholder (employee) against these scales for each of the tasks. As a consequence, a profile of job performance is created for each employee covering the various aspects of his or her work. Typically, the process of devising the performance dimensions involves jobholders themselves, and this gives greater authenticity to the rating scales. [See behavioural observation scales (BOS).]

(1) breaking down a particular job into its key tasks (performance dimensions); (2) identifying a range of possible behaviours that can be displayed by an employee in undertaking each task; (3) placing these behaviours on a scale ranging from ineffective performance to excellent performance; and (4) assessing the jobholder (employee) against these scales for each of the tasks.

Subjects: Human Resource Management.


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