Human Resources

Archives

• Current Entries
• March 2010
• January 2010
• December 2009
• November 2009
• October 2009
• September 2009
• August 2009
• July 2009
• June 2009
• May 2009
• April 2009
• February 2009
• January 2009
• December 2008
• November 2008
• October 2008
• September 2008
• August 2008
• June 2008
• May 2008
• April 2008

Latest Entries

Report This Blog

Search:

Human Resources

This area deals with assessing the need for and the supply of professional and other personnel. Functions include recruitment, selection, training, compensation, and evaluation of such personnel and examining ways to evaluate productivity and monitor accountability for results.

<< Prev | Main | Next >>

BARS

Posted by: Franka Tirado on May 2, 2008 at 1:16PM EST

I really like the concept of 'Behaviorally anchored Rating Scales' or BARS as it ensures fairness in the evaluation process. What percentage of health care industry compared to other industries use this model?

Send This | Categories:

(2) Comments

Posted by: Dwight Linton on May 2, 2008 11:20PM EST

I am not sure what percentage of the healthcare community uses BARS. It is a very useful PM tools, but as noted it is time comsuming to develop such as tool for every functional title in a given hospital. I think it would be ideal if there could be a combination of BARS and a 360 review that covers specific competencies as identified for certain job families such as nursing (RN/LVN), technician, analyst, clinical assistant etc... By grouping the job families or clusters would minimize the tedious nature of developing a PM systems that utilizes BARS.

Posted by: Robert Wilcox on May 3, 2008 11:03AM EST

I tend to agree with Dwight that a combination of questions/evaluative statements works the best. Using some of the BARS questions for the 360, where peers can collect and report data, as well as other questions rating the employee for team and group involvement/success works well.