It is recently developed method of rating in behavioural terms. The exponents of BARS claim that it is more reliable and advantageous method of performance of appraisal.
It is designed to identify critical areas of performance of a job. Under this method the behaviourally anchored ratings scales are outlined to recognize the critical areas of effective and ineffective performance behaviour of the employee while performing the job.
He then compares these behavioural observations with the behaviourally anchored rating scales. Experimental studies of BARS has collected eight performance criteria namely knowledge and judgement, human relations skills, conscientiousness, skill in operation of register, organizational ability, skill in monetary transaction, observational ability.
This method is more valid and expected to give more reliable results as it minimizes the errors in performance appraisals. It identifies measurable behaviour therefore mere scientific.
It is designed to identify critical areas of performance of a job. Under this method the behaviourally anchored ratings scales are outlined to recognize the critical areas of effective and ineffective performance behaviour of the employee while performing the job.
He then compares these behavioural observations with the behaviourally anchored rating scales. Experimental studies of BARS has collected eight performance criteria namely knowledge and judgement, human relations skills, conscientiousness, skill in operation of register, organizational ability, skill in monetary transaction, observational ability.
This method is more valid and expected to give more reliable results as it minimizes the errors in performance appraisals. It identifies measurable behaviour therefore mere scientific.