Sheet1

BARSBARS refers toBehaviourallyAnchoredRatingScalesIt differs from "standard" rating scalesin that it focuses on behaviors that are determined to be important for completing a job task or doing the job properlyrather than looking at more general employee characteristics (e.g. personality, vague work habits).Answers phone promptly and courteouslBARS approach may break down that task into behaviors1Answers phone within five rings.2Greets caller with "Hello, This is the Dinkle Company, how may I help you?"You rate these behaviors for each employee; then you anchor each behavior to points on a rating scale, which indicates whether the behavior is exceptional, excellent, fully competent, or unsatisfactory. The result is a rating scale for each task.The BARS approach offers several key advantagesIts behaviorally basedit removes all uncertainty regarding the meaning of each numerical rating. What does 3 / or 2 mean?Its easy to use.The clear behavioral indicators make the process easierIts equitable comes across as fair.Its fully individualized applied individually and uniquely for every position.Its action-orientedAdvantages:These Types Of Rating Scales Are Particularly Effective For Assessing Competencies, Skills And Abilities.BARS Rating Scales Are Highly Valid And Job-Related Because Important Job Requirements Are Covered.Objective Benchmarks Are Provided Against Which Observations Can Be Rated, Therefore, There Is Less Rating Error Than When Using Other Types Of Scales (E.G. Numeric).

DrawbacksThe process of creating and implementing BARS is time-consuming, difficult, and expensive.Each BARS form must be created from scratch for every position in the companySometimes the listed behaviors still dont include certain actions required of the employee, so managers can have difficulty as signing a ratingIts high maintenance.Jobs change over time, which means that BARS requires a high degree of monitoring and maintenance.Its demanding of managers.In order to successfully conduct BARS evaluations, managers need detailed information regarding the actions of their employees.Assessment Centerit is a processby whichan individualpotential is assessed formanagerial positions on the basisof three sources, i.e. multipleassessment technique including situational tests, test of mental ability &interest inventories, Standardizedmethod of making inferences, Pooled judgments from varied evaluator to rate each individuals behavior(Cascio). Assessment center has become widely used in organizations as a tool to select & develop leadershiptalent.(Krajewski)The popularity of the assessment center is largely due to consistent evidence of its criterion-relatedvalidity (Arthur). Assessment Centre evaluation or appraisal allows a candidate to concentrate on the task athand. Distractions can be minimized and real proficiency or potential can be seen in play, in regard to aparticular task.Evaluator canjudge theachievementlevels & compareperformance withotherAssessment centre canbe designedto predicthow anindividual islikely tobehave innext higher levelof job.Assessment center exercises can be used to measure many different types of job related competencies, including interpersonal skills, oral and written communication, planning and evaluating, and reasoning and problem solving abilitiesOther assessment center exercises include, but are not limited to,job knowledge tests,personality tests, andstructured interviews.While assessment centers can be designed for various types of jobs, they are particularly effective for assessing higher-level managerial and leadership competenciesMBOThere are several limitations to the assumptive base underlying the impact of managing by objectives,[citation needed]including:1. It over-emphasizes the setting of goals over the working of a plan as a driver of outcomes.2. It under-emphasizes the importance of the environment or context in which the goals are set.LimitationsIn MBO, the management focus is on the result, not the activity. The tasks are delegated through negotiations and there is no fixed roadmap for the implementation. The implementation is done dynamically and to suit the situationAlthough MBO is extremely result oriented, not all enterprises can benefit from MBO implementations. The MBO is most suitable for knowledge-based enterprises where the staff is quite competent of what they do.Specially, if the management is planning to implement a self-leadership culture among the employees, MBO is the best way to initiate that process.HR AccountingHuman Resource Accountingis a method to measure the effectiveness of personnel management activities and the use of people in an organization.HRA is the process of Assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses.Human resources are valuable assets for every organization. Human resource accounting method tries to find the relative worth of these assets in the terms of money. In this method the Performance appraisal of the employees is judged in terms of cost and contribution of the employees. The cost of employees include all the expenses incurred on them like their compensation, recruitment and selection costs, induction and training costs etc whereas their contribution includes the total value added (in monetary terms). The difference between the cost and the contribution will be the performance of the employees. Ideally, the contribution of the employees should be greater than the cost incurred on them.

Sheet2

Sheet3