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This document discusses Behaviorally Anchored Rating Scales (BARS) which are used to rate employee performance based on specific behaviors associated with different levels of performance. BARS define behaviors that correspond to exceptional, excellent, fully competent, and unsatisfactory performance for key job tasks. For example, a BARS for completing status change forms would define behaviors for a 5 (exceptional) as completing forms within an hour, 4 (excellent) as verifying information with managers, etc. BARS aim to provide an objective, equitable and individualized approach to performance evaluation, though developing and maintaining them can be time-consuming.
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Difference between performance management and performance appraisalalexsmith9114
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This document provides information about employee performance appraisal forms, including the process for conducting performance appraisals and different performance appraisal methods. It outlines 6 main steps for the performance appraisal process: 1) attend leadership training, 2) provide ongoing feedback, 3) review employee personnel files, 4) draft comments on past performance, 5) choose an appraisal method, and 6) conduct the appraisal meeting. It then describes 6 common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional topics related to performance appraisals.
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Performance appraisals are used to systematically evaluate employee performance and potential. They help with career development, goal setting, identifying strengths and weaknesses, and making administrative decisions. Effective appraisal methods benefit both employees and organizations by providing feedback, guiding improvement, and maximizing productivity. Regular reviews keep employees motivated to perform better over time.
The document discusses performance appraisal form templates, including tips and examples of accomplishments to include for different evaluation categories like performance management, teamwork, and reliability. It also outlines several common performance appraisal methods like ranking, rating scales, checklists, and critical incidents, highlighting their advantages and disadvantages. The document provides additional resources for performance appraisal forms, methods, examples, and other related topics.
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This document provides information about performance appraisal and management. It discusses several important aspects of conducting performance appraisals including identifying employee strengths and weaknesses, reviewing goals achieved, and outlining areas for potential improvement. The document also describes several common methods for conducting performance appraisals such as ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Finally, it lists additional related topics around performance appraisal processes, forms, examples, and tools.
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BARS and 360 degree appraisals are performance evaluation methods. BARS use statements describing effective and ineffective behaviors to evaluate employees against observable job behaviors. 360 degree appraisal collects feedback on an employee's performance from their boss, colleagues, customers, peers, subordinates, and themselves. It provides a wider range of performance feedback than traditional evaluations. Benefits include helping employees identify strengths and weaknesses, while drawbacks include the potential for dishonest feedback due to personal biases and the time commitment required.
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The document discusses 12 different performance appraisal methods: Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, Behavioral Observation Scales, 360 Degree Performance Appraisal, Checklist and Weighted Checklist Method, and Graphic Rating Scale Method. For each method, a brief definition is provided along with some of their key advantages and disadvantages. Free ebooks and resources related to performance appraisal are also listed.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Performance appraisal (PA) is used to evaluate employee performance and potential. It involves both quantitative and qualitative assessments of an employee's job performance over a period of time. PA helps identify employee strengths and weaknesses, set goals, determine training needs, and inform compensation and promotion decisions. Effective PA systems include clear objectives, standardized processes, training for managers, job-related evaluations, documentation, feedback opportunities, and post-appraisal reviews. Traditional methods include graphic rating scales, rankings, and checklists. Modern methods include behavioral anchored rating scales, 360-degree feedback, and management by objectives.
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This document discusses Behaviorally Anchored Rating Scales (BARS) which are used to rate employee performance based on specific behaviors associated with different levels of performance. BARS define behaviors that correspond to exceptional, excellent, fully competent, and unsatisfactory performance for key job tasks. For example, a BARS for completing status change forms would define behaviors for a 5 (exceptional) as completing forms within an hour, 4 (excellent) as verifying information with managers, etc. BARS aim to provide an objective, equitable and individualized approach to performance evaluation, though developing and maintaining them can be time-consuming.
In this file, you can ref useful information about company performance appraisal such as company performance appraisal methods, company performance appraisal tips
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Difference between performance management and performance appraisalalexsmith9114
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This document provides information about employee performance appraisal forms, including the process for conducting performance appraisals and different performance appraisal methods. It outlines 6 main steps for the performance appraisal process: 1) attend leadership training, 2) provide ongoing feedback, 3) review employee personnel files, 4) draft comments on past performance, 5) choose an appraisal method, and 6) conduct the appraisal meeting. It then describes 6 common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional topics related to performance appraisals.
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Performance appraisals are used to systematically evaluate employee performance and potential. They help with career development, goal setting, identifying strengths and weaknesses, and making administrative decisions. Effective appraisal methods benefit both employees and organizations by providing feedback, guiding improvement, and maximizing productivity. Regular reviews keep employees motivated to perform better over time.
The document discusses performance appraisal form templates, including tips and examples of accomplishments to include for different evaluation categories like performance management, teamwork, and reliability. It also outlines several common performance appraisal methods like ranking, rating scales, checklists, and critical incidents, highlighting their advantages and disadvantages. The document provides additional resources for performance appraisal forms, methods, examples, and other related topics.
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This document provides information about performance appraisal and management. It discusses several important aspects of conducting performance appraisals including identifying employee strengths and weaknesses, reviewing goals achieved, and outlining areas for potential improvement. The document also describes several common methods for conducting performance appraisals such as ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Finally, it lists additional related topics around performance appraisal processes, forms, examples, and tools.
In this file, you can ref useful information about employees performance appraisal such as employees performance appraisal methods, employees performance appraisal tips, employees performance appraisal forms, employees performance appraisal phrases … If you need more assistant for employees performance appraisal, please leave your comment at the end of file.
BARS and 360 degree appraisals are performance evaluation methods. BARS use statements describing effective and ineffective behaviors to evaluate employees against observable job behaviors. 360 degree appraisal collects feedback on an employee's performance from their boss, colleagues, customers, peers, subordinates, and themselves. It provides a wider range of performance feedback than traditional evaluations. Benefits include helping employees identify strengths and weaknesses, while drawbacks include the potential for dishonest feedback due to personal biases and the time commitment required.
In this file, you can ref useful information about bars method of performance appraisal such as bars method of performance appraisal methods, bars method of performance appraisal tips, bars method of performance appraisal forms, bars method of performance appraisal phrases … If you need more assistant for bars method of performance appraisal, please leave your comment at the end of file.
The document discusses 12 different performance appraisal methods: Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, Behavioral Observation Scales, 360 Degree Performance Appraisal, Checklist and Weighted Checklist Method, and Graphic Rating Scale Method. For each method, a brief definition is provided along with some of their key advantages and disadvantages. Free ebooks and resources related to performance appraisal are also listed.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Performance appraisal (PA) is used to evaluate employee performance and potential. It involves both quantitative and qualitative assessments of an employee's job performance over a period of time. PA helps identify employee strengths and weaknesses, set goals, determine training needs, and inform compensation and promotion decisions. Effective PA systems include clear objectives, standardized processes, training for managers, job-related evaluations, documentation, feedback opportunities, and post-appraisal reviews. Traditional methods include graphic rating scales, rankings, and checklists. Modern methods include behavioral anchored rating scales, 360-degree feedback, and management by objectives.
This document discusses various methods used for performance appraisal. It describes past-oriented methods like rating scales, confidential reports, essays and checklists that evaluate past performance. Future-oriented methods like management by objectives, 360-degree feedback, and psychological appraisals focus on future potential. The document emphasizes that performance appraisal is important to set goals, recognize performance, guide progress, identify problems, and improve performance. It also leads to competitive advantage by improving strategy, behavior, decision-making and ensuring legal compliance.
The document discusses performance appraisals, including their definition, purpose, methods, and best practices. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. Some key points include: performance appraisals aim to provide feedback, identify training needs, and form a basis for personnel decisions. Effective methods include setting goals/objectives, collecting data on performance, conducting interviews, and providing follow-up. Common errors to avoid are rater biases like the halo effect.
The document discusses various aspects of performance appraisal including definitions, objectives, processes, methods, issues, advantages, and disadvantages. Specifically, it defines performance appraisal as evaluating an employee's job performance and sharing feedback to improve. It lists objectives for both employees and organizations. It outlines the typical performance appraisal process and describes traditional and modern methods like graphic rating scales, forced choice, critical incidents, field review, behavioral anchored rating scales, and 360 degree/MBO approaches. It also notes some common issues and both advantages like motivating employees and disadvantages like potential bias.
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The document discusses various performance appraisal methods that are used in banks, including ranking methods, rating scales, checklist methods, critical incidents methods, essay methods, and behaviorally anchored rating scales. It provides details on the advantages and disadvantages of each method. The document also lists additional topics related to performance appraisal in banks and provides links to download forms, examples, and other resources.
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This document provides information about employee performance appraisal comments samples, including various methods, tips, forms, and phrases. It discusses the goals and importance of performance appraisals for improving productivity, making personnel decisions, assessing employee performance against job goals, and developing plans for improvement. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional related topics for performance appraisals.
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Modern methods of performance appraisaltommylong551
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This document provides information about performance appraisal criteria including methods, tips, forms, and phrases. It discusses customizing criteria to specific job roles and duties. Criteria should be measurable and focus on both job skills and abstract qualities like teamwork. Employee evaluations must not discriminate and employees have a right to understand the criteria in advance. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Finally, it lists additional topics related to performance appraisal criteria.
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Performance appraisals can be negatively impacted by psychological factors like halo effects, recency bias, and different evaluation standards that skew how supervisors rate employees; common biases include only looking at recent performance, blaming/praising employees for things outside their control, and using subjective terms inconsistently. The document also provides details on various performance appraisal methods like ranking, rating scales, checklists, and critical incident reports, as well as their advantages and disadvantages.
Employees comments on performance appraisallindaparker079
This document discusses employees comments on performance appraisals. It provides tips for conducting mid-year performance reviews separately from compensation discussions to encourage open feedback. Managers should be honest in their evaluations, focus on issues not personal attributes, and solicit employee self-assessments. Proper preparation including specific examples of achievements and weaknesses throughout the year helps ensure credible reviews. The document also outlines several common performance appraisal methods and provides additional related topics.
Performance appraisal and performance managementlindaparker079
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Literature review on performance appraisallindaparker079
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This document discusses employee performance appraisals and provides resources on the topic. It describes common biases that can occur in performance appraisals such as contrast bias, halo effect, and recency bias. The document recommends books and resources to help managers understand these biases and give effective performance reviews. It also outlines several common methods for conducting performance appraisals, including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Additional related topics on performance appraisals are listed at the end such as forms, examples, phrases, and software.
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Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
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Bed Making ( Introduction, Purpose, Types, Articles, Scientific principles, N...
Bars performance appraisal
1. Bars performance appraisal
In this file, you can ref useful information about bars performance appraisal such as bars
performance appraisal methods, bars performance appraisal tips, bars performance appraisal
forms, bars performance appraisal phrases … If you need more assistant for bars performance
appraisal, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting bars performance appraisal
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A popular method of employee performance appraisal is the BARS -- or behaviorally anchored
rating scales -- method. In the world of small supermarkets, an owner can employ the BARS
system to carefully evaluate how well each employee performs particular work tasks. Each
behavior assessed is rated numerically from unsatisfactory, competent, excellent or exceptional.
A grocery store owner should consider the critical areas of customer service, productivity,
hygiene and teamwork when using the BARS method.
Customer Service
Performance Management Help Center explains that the BARS method requires an evaluation
based on the key tasks of an employee's position rather than a general assessment of skills. A
supermarket manager, therefore, needs to determine the key roles of each of his employees'
positions. It is not enough to rate customer service as a general category; it must be examined in
detail. For example, a cashier's customer service performance should be rated on such factors as
initial greeting of customer, making eye contact, smiling, offering specific assistance, showing
appreciation and inviting the customer to visit again.
Productivity
A supermarket employee's performance should include a rating based on her productivity using
BARS. The ExploreHR website recommends making a list of critical incidents that illustrate the
employee's proficiency in the particular area. For productivity, the assessor could look at
incidents in which the employee recognized a task needed to be done, how quickly she started
the task, how she managed her time during this task and how well the task was completed.
2. Considering a group of these incidents in detail and rating each allows for an accurate overall
assessment.
Hygiene
Hygiene is critical in the grocery business. The staff of a supermarket should make sure store
areas are kept clean and that they maintain exceptional personal cleanliness. The owner of the
store can use the BARS method to assess individual behaviors such as how often each staff
member washes his hands, the use of gloves and hairnets, the maintenance of fresh produce,
whether floors and shelves are clear and how clean the stockroom is kept. Each staff position has
particular considerations using BARS. For instance, the butcher will be assessed in an area such
as proper cleaning of the meat cutting tools.
Teamwork
The BARS method can measure the ability of each grocery employee's teamwork efforts. A
manager should look at how well an employee interacts with managers and co-workers for the
good of the business. To rank workers with a BARS appraisal, the manager should compile a list
of incidents in which the employees are required to work together to complete tasks. For
example, an employee who consistently argues with managers or other staff members regarding
the assignment of duties ranks poorly on the BARS assessment in the teamwork aspect.
==================
III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
3. in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. 4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
5. statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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