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Performance Rating Methods in Management

October 10, 2011  by: rekhas  Points: 12   Category: Others  Earning $0.50   Views: 858

Rating an employee as per honesty, humor or friendly nature falls under behavioral traits. On the other hand, percent of sales target achievement determines result oriented evaluation.

         

Different organizations use different types of performance evaluation methods. These can be of two types- behavior oriented and result oriented or a combination of both. Behavior oriented method focuses on employee behavior while result oriented approach evaluates employee based on his or her work output.

Rating an employee as per honesty, humor or friendly nature falls under behavioral traits. On the other hand, percent of sales target achievement determines result oriented evaluation.

Graphic Rating Method-

This needs the superiors to rate their subordinates on issues like work quantity and quality, work knowledge, skills, punctuality, dependable nature, attendance etc. graphic scale include both numerical and written descriptions.

Two demerits of Graphic rating method are-

Firstly, the choice of employee behavior where, managers may include irrelevant ones and miss the important ones
Secondly, different people may have different interpretations of written details that can cause confusion and loss of trust

Behaviorally Anchored Rating Scales or BARS

It focuses on behavior traits of employees and not on the evaluation of actual performance. Three step implementation in BARS include-

a) Determining relevant job aspects by manager and employee
b) Identifying behavioral anchors for each job dimension by manager and employee
c) Determination of scale values and grouping anchors for each scale value on basis of consensus

The main advantage of BARS is the active participation of both manager and employee in the performance appraisal method. It increases relevance and acceptance by employees. However, it is a cumbersome process and requires a lot of time and commitment.

BARS process involves detailed description and analysis of almost six to ten job behaviors. Hence, the feedback tends to be more accurate, specific and meaningful. BARS also acts as an important tool for developing employee-training programs. Despite all merits, BARS is highly time consuming and an expensive process.




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