英语翻译7.Behaviorally Anchored Rating Scales(BARS)The behaviora

英语翻译
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.

7.行为主义锚定了等级量表(棒)
这个行为量表的锚定的绩效评价的方法是为了评估行为必须成功完成劳累.酒吧不是关注的焦点,但在行为上的表现显示结果.大多数行为锚定了等级量表使用术语工作尺寸意味着那些大类的责任和义务,弥补劳累.每个工作可能有几个工作尺寸、独立开发规模为每个人.
8.Forced-chice评级
很多不同的方式存在的forced-choice评分.最常见的实践要求经理级的陈述aset empployee如何实施的职责和责任的工作.这个声明,通常加权通常不知道权重的经理.经理队伍后所有的forced-choice报表,人力资源部门应用的重量和计算一个分数.该方法消除偏见的企图迫使经理级报表中看似毫无或无关的.
9.这就有必要的时候要表现的两个或两个以上的雇员,排名手段都可以使用.有更常用的方法是排名名次,成对比较递变分布,并强迫排名
10.与multirater评估或360度的反馈、经理、同侪、顾客、供应商、或colleagus被要求完成调查表.通常是漫长的问卷调查.人力资源部门的员工提供的结果,然后就去看看他或她的意见不同于那些做了评价.