Employee Rating Systems

By Robert Bacal - Find out whether BARS - Behaviourally Anchored Rating Scales - is actually better than other systems of employee rating. (Added: 10-Oct-2006 Hits: 1694 )

By Robert Bacal - Rating systems have the appearance of objectivity, but that's deceptive. Find out about employee ratings and objectivity in our short FAQ (Added: 10-Oct-2006 Hits: 1585 )

By Robert Bacal - Employee ratings are almost useless in helping to improve individual employee performance. The reasons are outlined here. (Added: 10-Oct-2006 Hits: 1540 )

By Robert Bacal - Employee ratings tend to be very subjective, but not all rating systems are alike. Some are more likely to yield more objective ratings than others. It's explained here. (Added: 10-Oct-2006 Hits: 1543 )

By David J. Woehr, - The evaluation of individual work performance has long posed a perplexing dilemma to researchers and practitioners alike. There is little debate that more often than not, the most complete, readily available, and efficient measure of an individual's performance involves ratings of that performance by another individual. The thrust of the dilemma, then, is how to reduce the subjectivity inherent in performance ratings. Due in large part to a strong psychometric emphasis, the development of better rating scale formats has received a great deal of attention as an approach to resolving this dilemma. (Added: 11-Feb-2005 Hits: 1661 )

By Robert Bacal - BARS stands for Behaviorally Anchored Rating Scale, and was developed by Smith and Kendall to provide a better method of rating employees. Here's some basic information. (Added: 10-Oct-2006 Hits: 1289 )

By Robert Bacal - Rater bias is an important factor in the use of employee ratings. Here's what the term means. (Added: 9-Jul-2007 Hits: 918 )