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First PAPER 2 PAGES Module 2 – SLP
SOCIAL MEDIA AND HR; BEHAVIORAL ANCHORED RATING SCALES; SIMULATION TRAINING
Behaviorally anchored rating scales (BARS) directly assess performance
behaviors. The BARS method depends on critical incidents or short
descriptions of effective and ineffective behaviors that ultimately
produce a number value. The assessor is responsible for rating the
specific behaviors of an employee based upon the behavioral
expectations that are provided as anchors. When rating the employee,
most employers prefer to also provide written feedback for why the
employee received a specific rating.
“Typically, supervisors rate several performance dimensions using BARS
and score an employee’s overall job performance by taking the average
value across all the dimensions” and “because the critical incidents
convey the precise kinds of behaviors that are effective and
ineffective, feedback from BARS can help an employee develop and
improve over time.”
Source: Colquitt, J.A., Lepine, J.A., & Wesson, M.J. (2011).
Organizational behavior (2nd ed.). New York: McGraw-Hill. (Note: This
textbook is not available from the Trident Online Library).
Behavioral Anchored Rating Scales (BARS)

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Two Assessment Area Examples:

Oral Communication: Organizes thoughts and expresses them in a clear
and logical manner, quickly comprehends another’s meaning, uses
appropriate vocabulary, correct grammar, and appropriate non-verbal
communication (gestures, etc.).
1. Expresses ideas clearly and concisely.
2. Answers questions completely and precisely. Speaks with a voice
that exhibits an appropriate command presence.
3. Relates thoughts in an organized manner. Gives concise answers to
questions. Demonstrates effective active listening behaviors (e.g.,
leans forward, nods in agreement, repeats statements back, verbalizes
understanding).
4. Clearly enunciates words. Attentively leans forward.
5. Voices ideas randomly or several at a time.
6. Interrupts others inappropriately. Excessive use of filler words,
phrases (umm, like I said, etc.)
7. Fails to listen to questions asked by role player(s). Uses
incorrect words or grammar in responding to questions.
8. Takes too long without making a point.
9. Uses profanity.
Problem Analysis & Resolution: Ability to critically evaluate a
situation, gather and analyze relevant information, identify
underlying issues, assess alternative solutions, and to consider the
implications of problems and potential solutions.

1. Identifies possible resources to resolve problem. Deals with
problems before they worsen.
2. Ensures a follow up plan is established. Develops alternative
approaches to deal with the problem. Verbalizes the impact on the
organization as a whole (morale, operations, budget, etc.). Thoroughly
considers relevant information.
3. Provides feasible solutions; considered feasibility of
alternatives. Makes suggestions for resolving the problem.
4. Assures adherence to standards.
5. Is unable to support conclusions with facts or logic.
6. Fails to consider alternatives.
7. Considers only a portion of the available information. Abdicates
responsibility, blames others.
8. Waits until a problem has worsened before dealing with the problem.
9. Fails to act.
Source of the above examples: The City of Columbus, Civil Service
Commission. Behaviorally anchored rating scales (BARS). Slide
presentation retrieved from
http://www.ipacweb.org/Resources/Documents/conf13/reed.pdf.
SLP 2 Assignment:
• Following the examples above, create a similar BARS instrument
(based on your current position) with at least FIVE different areas of
assessment. Meet with a colleague or supervisor to have him or her
evaluate your behaviors. Discuss the results with your
colleague/supervisor to figure out where you scored highest and where
you scored lowest.
• Write a paper discussing the following issues:
o Your results
o The process you went through
o How your instrument can be adjusted for optimal results
o What the strengths and weaknesses of BARS are
o How the feedback from the BARS can help an individual improve over time
o How BARS compares to two other performance appraisal processes
o Other recommendations you may have
This pragmatic approach will help you get into the routine of
continuously being evaluated. You will submit both the BARS instrument
that you created and the paper.
Bring in at least 2 library sources to help strengthen your discussion.
Your paper should be at least 2- pages, (not including the cover
sheet and reference list). Deal with these issues in an integrated
fashion, not as a series of individual questions.
Please upload your submission by the module due date.
SLP Assignment Expectations
Demonstrate critical thinking and analysis of the relevant issues and
HRM actions, drawing on your background reading and research.
Information Literacy: Evaluate resources and select only
library/Web-based resources that provide reliable, substantiated
information.
Give authors credit for their work. Cite sources of borrowed
information in the body of your text as footnotes or numbered end
notes, or use APA style of referencing.
Prepare a paper that is professionally presented (including a cover
page, a list of references, headings/subheadings, and a strong
introduction and conclusion). Proofread carefully for grammar,
spelling, and word-usage errors.

SECOND PAPER IS IN THE SCREENSHOT AND ONLLY HAS TO BE 3 PAGES IT IS THE PROJECT 4 ONLY PLEASE

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