Challenges and Considerations of using Behaviourally Anchored Rating Scale (BARS)
While BARS is a valuable tool, it’s not without challenges:
1. Resource: Developing and maintaining BARS can be time and resource-intensive, particularly for organisations with a large number of job roles.
2. Training: Raters may require training to effectively use BARS, as it involves a more complex evaluation process compared to simple numerical ratings.
3. Subjectivity: Despite its structured approach, some subjectivity can still be introduced in the rating process, as raters interpret and apply behaviour descriptions differently.
Behaviourally Anchored Rating Scale (BARS) | Working, Benefits and Limitations
In the world of performance appraisal and employee assessment, various methods and tools have been developed to provide more accurate and comprehensive evaluations. One such method is the Behaviourally Anchored Rating Scale, commonly known as BARS. BARS can be defined as a structured approach that combines the benefits of both narrative descriptions and numerical ratings to assess an individual’s performance.
Table of Content
- What is Behaviourally Anchored Rating Scale (BARS)?
- How does BARS Work?
- Benefits of using Behaviourally Anchored Rating Scale (BARS)
- Limitations of using Behaviourally Anchored Rating Scale (BARS)
- Challenges and Considerations of using Behaviourally Anchored Rating Scale (BARS)
- Conclusion