BEHAVIORALLY-ANCHORED RATING SCALES (BARS)

BEHAVIORALLY-ANCHORED RATING SCALES (BARS)

          One of the modified form of the rating scale technique is been use in the behavioral anchored rating scales. Professionals and officials have believed that the BARS are a detailed form of rating scales. The method has been chosen by many organizations over the techniques of management bi objective because of its propensity to provide more opportunity for supervisors to exhort the employees in a more reliable fashion regarding their appraisals. Behavioral Anchored rating scale are totally based and emphasized on the behavior of the employee. The employee has been rewarded the points on his performance from his ethical behavior. Ethics, calm and relent behavior will lead to employee’s performance in BARS. The method is very useful from the managers view point as well, because it enables them to easily offer the solutions that might be daunting job performance. Generally, two main steps have been involved in this method. First it must be defined all the jobs which will be evaluated. The main condition behind the BARS technique is that the employee is fully equipped with the knowledge and his specific responsibilities. Human resources department is held responsible to identify the exact boundaries of a job, which is so important to direct the path of the employees towards the productivity. Training sessions and job relevant interviews are being utilized to alleviate the future problems. The second step is like an assignment between the subordinates and the supervisors which observes the behavior of each other and then the same will be reported to the higher management. The work will be evaluated according to the work assigned and how pertinently the employee performed that work. One of the foremost advantages of the BARS technique is the feedback that the managers are able to give to their subordinates. The employees of the organization have to be rigid enough to belt down with any situation with tranquility in order to obtain successful job performance. The method of BARS, is no doubt one of the best methods to evaluate the performance of an employee but the time it consumed to complete the procedure is too hectic. One thing is for sure that whenever an organization change or intend to be change the behaviorally-anchored rating scales must be adjusted to reflect the new changes.