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The trait-focused system centers on attributes such as helpfulness, dependability and punctuality.
Supervisors rate employees by indicating specific traits each employee exhibits. Most trait-focused
systems use a simple checklist with ratings of excellent, satisfactory or needs improvement, or
similar options. This system is traditionally popular with customer service departments.
These types of evaluations are subject to the supervisor personal bias, however, and the majority of
employees end up with marks of satisfactory, which limits this system reliability and accuracy.
The BARS technique contains five to ten scales which are based on parameters that
are mutually agreed upon by the employees. The BOS technique on the other hand
is an improved version of the BARS technique and has its own advantages vis a vis
the latter. This technique provides more specific data on employee performance,
thus resulting in a better measure of his or her performance. The average of all the
frequencies of data is taken as a result for that particular parameter. This technique
is more reliable and accurate than BARS technique
Q. 4 One example of company for sub method of trait and behavioral methods
Trait method –
The rater rates each appraise by checking the score that best describes
his or her performance for each trait all assigned values for the traits
are then totaled.
3)Essay Method:
Essay method is the simplest one among various appraisal methods
available. In this method, the rater writes a narrative description on an
employee’s strengths, weaknesses, past performance, potential and
suggestions for improvement. Its positive point is that it is simple in
use. It does not require complex formats and extensive/specific
training to complete it.
However, essay method, like other methods, is not free from
drawbacks. In the absence of any prescribed structure, the essays are
likely to vary widely in terms of length and content. And, of course, the
quality of appraisal depends more upon rater’s writing skill than the
appraiser’s actual level of performance.
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BEHAVIOURAL METHODS –
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3) Behaviorally anchored rating scales (BARS) are scales used to rate performance. BARS are
normally presented vertically with scale points ranging from five to nine. It is an appraisal method
that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring
a quantified scale with specific narrative examples of good, moderate, and poor performance.
BARS are rating scales that add behavioral scale anchors to traditional rating scales (e.g., graphic
rating scales). In comparison to other rating scales, BARS are intended to facilitate more accurate
ratings of the target person's behavior or performance. However, whereas the BARS is often
from unreliability, leniency bias and lack of discriminant validity between performance dimensions.
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