The Behaviorally Anchored Rating Scale (BARS) is a measurement system that rates employees and trainees according to their performance on well-defined behavioural patterns. It uses both quantitative and qualitative data to appraise employees as it consists of narratives, critical incidents and quantified ratings.
With BARS, there are specific outlines of behaviour with which an employee is appraised with. These written-out behaviours are appointed a numerical value and are used as the basis for rating performance. To begin the process, the employer is expected to write out Critical Incident Techniques (CIT) which compares an individual’s behaviour against specific examples of behaviour rated numerically from 5 to 9. Then the employer needs to develop performance dimensions which have to be rechecked. The next step involves scaling the critical incidents which leads to developing the final instrument.
The use of BARS has remained relevant for employers, and HR professionals in the following areas:
Talent Acquisition and Hiring: Knowing exactly the expected behaviour helps recruiters source candidates. In addition, it aids the hiring and interview process when the desired behaviour for candidates is well defined.
Learning and Development: Coaching and development are easier for managers when they have a certain behaviour to target. The final behaviour is well-defined, so it helps them create an aligned learning path.
Performance and Evaluation: The BARS method enables managers and HR professionals easily evaluate their employees to know where they are. This can serve as a feedback system to create relevant training programs for employees.
Organizational Culture Building: This method can also prove effective in developing the needed culture within the organization. Managers can understand which behavioural culture is lacking among employees and find solutions to them.
Succession: Using the BARS method helps you evaluate the skill gap within the organization and the possibility of a smooth succession within the organization when needed.
Using the BARS method of evaluation has its pros and cons. Some of the pros of this method are:
If planned properly, it is straightforward to use without any confusion.
It is individualized to every candidate and gives no room for comparison.
It does not give room for bias when evaluating candidates.
On the other hand, some of the cons of the system include:
It is expensive and time-consuming, especially when it has to be conducted for every employee in an organization.
It requires frequent updates as the labour market and trends are constantly changing.
It can make you lose sight of the big picture as a manager and focus on only the behaviour of the employees, instead of the value they also bring to the organization.
Conclusion
Behaviorally Anchored Rating Scale (BARS) is a robust tool for evaluating employee performance through defined behavioral patterns. BARS offers advantages in talent acquisition, development, evaluation, culture building, and succession planning by aligning expectations and aiding decision-making. Incorporating BARS requires a balanced approach, considering its strengths and limitations to effectively harness its potential for a comprehensive performance assessment strategy.
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