Bars Performance Appraisal 4i21s

Bars performance appraisal In this file, you can ref useful information about bars performance appraisal such as bars performance appraisal methods, bars performance appraisal tips, bars performance appraisal forms, bars performance appraisal phrases … If you need more assistant for bars performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal

I. Contents of getting bars performance appraisal ================== A popular method of employee performance appraisal is the BARS -- or behaviorally anchored rating scales -- method. In the world of small supermarkets, an owner can employ the BARS system to carefully evaluate how well each employee performs particular work tasks. Each behavior assessed is rated numerically from unsatisfactory, competent, excellent or exceptional. A grocery store owner should consider the critical areas of customer service, productivity, hygiene and teamwork when using the BARS method. Customer Service Performance Management Help Center explains that the BARS method requires an evaluation based on the key tasks of an employee's position rather than a general assessment of skills. A supermarket manager, therefore, needs to determine the key roles of each of his employees' positions. It is not enough to rate customer service as a general category; it must be examined in detail. For example, a cashier's customer service performance should be rated on such factors as initial greeting of customer, making eye , smiling, offering specific assistance, showing appreciation and inviting the customer to visit again. Productivity A supermarket employee's performance should include a rating based on her productivity using BARS. The ExploreHR website recommends making a list of critical incidents that illustrate the employee's proficiency in the particular area. For productivity, the assessor could look at incidents in which the employee recognized a task needed to be done, how quickly she started the task, how she managed her time during this task and how well the task was completed.

Considering a group of these incidents in detail and rating each allows for an accurate overall assessment. Hygiene Hygiene is critical in the grocery business. The staff of a supermarket should make sure store areas are kept clean and that they maintain exceptional personal cleanliness. The owner of the store can use the BARS method to assess individual behaviors such as how often each staff member washes his hands, the use of gloves and hairnets, the maintenance of fresh produce, whether floors and shelves are clear and how clean the stockroom is kept. Each staff position has particular considerations using BARS. For instance, the butcher will be assessed in an area such as proper cleaning of the meat cutting tools. Teamwork The BARS method can measure the ability of each grocery employee's teamwork efforts. A manager should look at how well an employee interacts with managers and co-workers for the good of the business. To rank workers with a BARS appraisal, the manager should compile a list of incidents in which the employees are required to work together to complete tasks. For example, an employee who consistently argues with managers or other staff regarding the assignment of duties ranks poorly on the BARS assessment in the teamwork aspect.

==================

III. Performance appraisal methods

1. Essay Method In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory

power of raters.

2. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.

3. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases

4. Checklist method

Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of istration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

5.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method Employees are ranked according to their performance levels. It is easier to rank the best and the worst employee. Limitations of Ranking Method The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. This method speaks only of the position where an

employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. When a large number of employees are working, ranking of individuals become a difficult issue. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.

6. Critical Incidents Method The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

III. Other topics related to Bars performance appraisal (pdf, doc file ) • Top 28 performance appraisal forms •performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples •performance appraisal phrases •performance appraisal process •performance appraisal template •performance appraisal system •performance appraisal answers •performance appraisal questions

•performance appraisal techniques •performance appraisal format •performance appraisal templates •performance appraisal questionnaire •performance appraisal software •performance appraisal tools • performance appraisal interview •performance appraisal phrases examples •performance appraisal objectives •performance appraisal policy •performance appraisal letter •performance appraisal types •performance appraisal quotes •performance appraisal articles