7.Behaviorally Anchored Rating Scales(BARS)
The behaviorally anchored rating scale method of performance appraisal is designed to assess behaviors required to successfully perform ajob. The focus of BARS is not on performance outcomes but on behaviors demonstrated on the job. Most behaviorally anchored rating scales use the term job dimension to mean those broad categories of duties and responsibilities that make up ajob. Each job is likely to have several job dimensions, and separate scales must be developed for each one.
8.Forced-chice Rating
Many variations of the forced-choice rating method exist. The most common practice requires the manager to rank aset of statements describing how an empployee carries out the duties and responsibilities of the job. The statements are normally weighted, and the weights are generally not known to the manager. After the manager ranks all of the forced-choice statements, the human resource department applies the weights and computes a score. This method attempts to eliminate bias by forcing the manager to rank statements that are seemingly indistinguishable or unrelated.
9.When it becomes necessary to copare the performance of two or more employees,ranking metheods can be used. There of the more commonly used ranking methods are alternation ranking, paired comparison ranking, and forced distribution
10.With multirater assessment or 360-degree feedback, managers, peers, customers, suppliers, or colleagus are asked to complete questionnaires. The questionnaires are generally lengthy. The human resources department provides the results to the employee, who in turn gets to see how his or her opinion differs from those of the group doing the assessment.
我已提高悬赏，请高手来，我要手工翻译的
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