Behaviorally anchored rating scale

Behaviorally anchored rating scale

A behaviourally anchored rating scale is the performance appraisal method or tool used to measure performance by using the predefined standard of the behavior. The specific behavior pattern used to measure the performance of the employee. That specific pattern is known as anchored. This method uses the traditional appraisal,  critical incident method, and with other performance appraisal methods to define the predefined behaviour of the employee.

The behaviorally anchored writing scale method determines specific behavior at every point of writing. Her rating can not only describe the point of rate but also describe the behavior of the employees which is very specific or we can see standard behavior. While measuring the performance of the employee employee performance is classified or categorized according to the matched behavior with specified behavior.

Steps of Behaviourally Anchored Rating Scale

Gather the critical incidents(Employees performance or behavior that is specific)

At the beginning, the identification of the critical incidents or specific behavior related to best performance or worst performance is done and gathered for further use. This critical incident or behavior is used to describe the dimensions of specific behavior. The stage involved in gathering the necessary information regarding the various behavior patterns that can be used to compare with the employee’s performance. There’s a specific behavior or critical incident that can guide the managers while measuring employees’ performance with a behaviorally anchored rating scale.

This stage identify and gather the necessary information regarding specific performance behavior of the employees so that these behavior can be used as standard. The information can justify how it is useful to determine the behaviorally anchored rating scale.

Example

1. Employees achieve the highest target in normal situations then the company can determine the standard of the employee’s performance at that level in a normal situation.
2. The production department produced the highest quantity in a year in a shift can be considered as the standard or specific behavior or performance of the employee in that situation considering the specific resources. This specific behavior is used to determine the behaviourally anchored rating scale.

Recognize the performance standard(Determine Behavioral Anchor)

By analyzing the gathered critical incidents or specific pattern of behavior or performance the manager or organization come to know whether it can be used to compare with the current employee’s performance. At this stage, the company can determine the specific behavior or the performance of the employee to make the behaviourally anchored ratings scale.

The different critical incidents are the behavior patterns of the employee’s performance that can be used as anchors in the rating scale. Add every anchor or the stages of letting scale specific level of performance or behavior of the employee determine as the standard. Rating scales indicate the behavior of the employee from best to worst by describing the specific level of behavior of the employee at each point of the scale.

 By using the extremely positive behavior of the employee they can compare with the current positive behavior of the employee. Using the extremely positive behavior of the critical incident the company can determine the standard of specific performance of the employee for example how to deal with the customer.

Classify the incidents to make specific

The behaviorally anchored rating scale consists of different ratings that indicate the level of performance of the employees known as behavior anchors. These different performance levels can be known as critical incidents or specific behavior classified to make specific rating scales. At this stage the classification of different levels of the behavior indicated in each rating scale from the worst to the best level of performance of the employee.

At this stage actually, the company categorizes the various levels of performance or the critical incidence and analyzes them to make them more specific for further use in the rating scale. Different levels of performance over the pattern of behavior of the employee are gathered at the first stage this available information regarding the employee’s performance is then categorized and classified to make it more specific.

Assign the scale values to each behavior incident

At this stage of the behaviorally anchored rating scale, the company Scale values the specified behavior. These scale values start from the worst performance of the employee to the best performance of the employee. One scale value indicates the specific behavior of the employee and indicates the worst performance of the employee. Another second scale value indicates quite better behavior of the performance of the employee. In this way, the specific behavior of the employee indicates the gradual improvement in the various scale values of the rating scale. The last skill indicates the best performers or behavior of employees with an example of that specific behavior determined from the critical incident.

Develop the standard scale of BARS

This is the last stage of the behaviorally anchored rating scale where the finalization of the rating scale is done by observing each rating scale points within a specific behavior.

Advantages of the behaviorally anchored rating scale

Objectivity of measurement instead of subjectivity

Measurement can be done more specifically with a higher degree of objectivity because a behaviorally anchored rating scale measures the performance of employees by comparing it to the specific behavior pattern of the employee’s performers.

Simplified form of measurement

As the examples of behavior considered to measure the employee’s performance, it makes more simplification in the measurement of the performance of the employee. Examples used in the rating scale points give a very simplified way to understand and categorize the employee’s performance

Enhance the accuracy in measuring the performance of the employee

The behaviorally anchored rating scale is based on employee behavior due to which the accuracy of measuring the employee’s performance can be increased. Employees’ performance is more concerned or influenced by the behavior of the employee. Unemployed-specific behaviors are considered as the reticle scales to categorize their performance labor so that it measures the performance accurately.

Realistic

This method considers the critical incidents that happened due to which it becomes more realistic and practical the behaviorally anchored rating scale method is also known as Akshay oriented method as it considers the different critical incidents or the behaviors of the employee as the performance level.