What is BARS?
Why might BARS be better than trait-oriented measures?
The correct answer and explanation is :
BARS (Behaviorally Anchored Rating Scales) is a performance appraisal method used to evaluate an employee’s job performance. It combines elements of both qualitative and quantitative assessment. In BARS, specific behaviors related to job performance are identified and anchored to a scale, usually with numerical ratings. These behaviors are categorized based on performance levels, such as “excellent,” “average,” or “poor,” and are assigned specific descriptions that represent these levels. Employees are then rated on how often they exhibit these behaviors.
BARS is often considered an improvement over trait-oriented measures, which focus on assessing an individual’s personal characteristics, such as their attitude, communication skills, or dependability. Here’s why BARS might be better:
- Specificity and Objectivity: Unlike trait-oriented measures that tend to be more subjective and generalized, BARS focuses on observable behaviors. These behaviors are directly tied to specific job duties and are typically more concrete. This makes it easier to evaluate and reduces the potential for bias or misinterpretation.
- Clarity in Expectations: BARS provides clear descriptions of what constitutes excellent, average, or poor performance. Employees are given specific feedback on their behavior, which helps them understand what is expected and how they can improve. This contrasts with trait-based evaluations, where feedback might be more abstract or less actionable.
- Reduced Bias: Since BARS is based on specific behaviors, it minimizes the risk of leniency, severity, or halo effects that can arise in trait-based evaluations. Evaluators are less likely to rate based on personal perceptions of traits and are instead focusing on actual, observable behaviors.
- Alignment with Job Requirements: BARS is more directly aligned with the core functions of a job, making it a more job-relevant measure of performance. Trait-oriented measures might focus on characteristics that aren’t as directly tied to the tasks an employee is performing.
Overall, BARS is typically seen as a more reliable and valid method for performance evaluation because it is based on observable behaviors tied to job performance rather than on general personal traits.