Mia Marie P.

Vidaja BS PSYCHOLOGY 4D

1. Traditional Method:

PAIRED COMPARISON is a performance appraisal method that typically uses a one criterion.

Paired comparison performance appraisal method usually uses one criterion for employees'
performance evaluation. Each employee's evaluation is the aggregate of their strengths and relative
ranking. This method is suitable for a small number of employees and is a subjective approach.

-Advantages of Paired Comparison Analysis:

It is easy to calculate. Also, It can be used when the priorities are not clear. It is especially found helpful
where you have no objective data to depend upon. Applying this tool, we can easily identify the best
option.

-Disadvantages:

One of the disadvantages associated with this method is the fact that the factors could be interpreted
differently from one person to another, and if the factors are misinterpreted, rating is not comparable
between different employees.

Under this method, the pairs of employees of same job post or level are formed, following which they
are evaluated on the basis of performance of each other. Subjects like skills, experience, team player,
behavior, etc. are evaluated by the raters and picks the best performing employee.

To be precise, the raters are provided with a bunch of slips, each containing a pair of names of
employees. The employee whom raters consider to be the best is given a tick mark and the process is
repeated for all pairs. At the end, the employee who succeeds to get the most tick is considered to be
the best while the employee getting least ticks is comparatively considered poor.

Recommendations:

Paired comparison is a good method for evaluating employee performance. However, it becomes very
difficult for companies with large number of employees to form pairs as the pairs are formed by
applying the formula:

N (N-1) ÷ 2, where N = No. of employees

2. Modern Method:

BEHAVIORALLY ANCHORED RATING SCALE (BARS) is a scale that assesses the performance of new
employees or trainees based on well-defined behavioural patterns. These patterns are used to rate each
individual employee. A behaviourally anchored rating scale is an essential component of any structured
interview.
-Advantages:

It's easy to use, and clearly defined behavioral indicators eliminate confusion. Managers can effortlessly
conduct the appraisal process and employees can easily understand and accept outcomes. Data
collected is from the employees' perspective encouraging employee engagement.

Reliable

These rating scales have been found to be extremely reliable. Even when different people rate the
individual’s performance, the numerical ratings remain the same. That’s because what’s being measured
is performance against specific behaviors. The person either demonstrates these or they don’t.

Clear

As certain behaviors are outlined in the scale, it is clear to see whether the person is demonstrating
these. There is little room for argument on this scale as everything is outlined clearly.

Accurate

As BARS is designed extremely accurately, errors are unlikely to occur. When comparing an individual to
the performance dimensions, it is improbable that you will make a mistake. This accuracy only adds to
the reliability of the test as well.

Objective

Many performance management processes are criticized for being too subjective. This method of rating
performance couldn’t be more different as it is entirely objective. This is a great way to detach yourself
as the person’s manager and assess them from an objective point of view.

Relevant

Not all performance appraisals include solely factors that are relevant to the position being appraised.
They often take a one size fits all approach, which doesn’t work well for most job roles.

- Disadvantages of BARS

Rating performance is never easy, and it is no different with the behaviorally anchored rating scale. This
method does have some drawbacks as well.

The rating does not cover all the actions of the employee. There could be many behaviors exhibited by
the employee which are not present on the scale, and in such cases, it can be challenging for the
manager to rate the employee.

Recommendations:

Behaviorally anchored rating scale is a measuring system which rates employees or trainees according to
their performance and specific behavioral patterns.
BARS is designed to bring the benefits of both quantitative and qualitative data to employee appraisal
process as it mechanism combines the benefits of narratives, critical incidents and quantified ratings.

Behaviorally anchored rating scale can help improve organization's performance beacuse they:

• Are reliable as the appraisals remain the same even when different raters rate them.

• Have clear standards upon which an employee is appraised.

• Are very accurate in the appraisal method and therefore increase reliability.

• Give an objective feedback.