Dora is conducting a performance appraisal for sue, one of her employees. the company's performance appraisal form asks her to rate sue's performance on various items like "submits reports on time with minimal errors" on a scale from 1 to 5. dora's is using a appraisal system.
The correct answer is "behaviorally anchored rating scale."
Further Explanation:
This type of testing is used by employers to rate an employees patterns of behaviors or their performance. This testing is also known as BARS. They use a scale system from either 1-5 or 5-9. This helps to see how the employee or trainee will do in certain situations.
This is commonly used by Human Resource departments, supervisors, or other higher ups in a company. This is used to benefit the company in the long run in case the employee or trainee doesn't work out during the appraisal. This can also be done during a yearly review of a seasoned employee.
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behaviorally anchored rating scale (BARS)
Explanation:
Behaviorally anchored rating scale is a measurement device that measures workers or interns by their success and common behavioral patterns.
BARS is optimized to provide employee assessment process with the benefits of both quantitative and qualitative data as it incorporates the benefits of narratives, crucial instances, and quantitative ratings.
Benefits of BARS include:
They are accurate as the scores stay the same even though different evaluators rate them.Have definite requirements for a worker to be assessed.The method of assessment is very precise and thus increases reliability.Offer purposeful feedback.
Trait focused on Performance appraisal.
Explanation:
The trait focused system centers on an attribute such as helpful, dependability and punctuality. The supervisor gives a rating on based the rating of their specific behavior. Mostly these checklist used simple sentences. which rating at excellent, good and poor. This is the most famous procedure to give the appraisal to the customer services department. But there are several disadvantages in this type of appraisal such an s supervisor subjectivity biases. Most of the employees are end up at the level of the satisfactory item,s. This system gets the limit and less reliability at this appraisal.