Influence of Behavioral Anchored Rating Scales on Employee Performance at Kenya Commercial Bank

Abstract

Behaviorally Anchored Rating Scales, also known as BARS, are a type of performance management scale that use behavior ‘statements' as a reference point instead of generic descriptors commonly found on traditional rating scales BARS method concentrates on traits needed for progressive work performance. It concentrates on various approaches towards work, that is, devotion, processes and efficiency of employees. The method puts emphasis on quality and quantity of work achieved by an employee.  This study sought to assess influence of Behavioral Anchored Rating Scales (BARS) on employee performance at Kenya Commercial Bankas the dependent variable. Government policies and employment laws was used as the intervening variable. The expectancy theory, goal setting and equity theory was used to guide the study. A descriptive research design was used, and the population targeted was 235 staff of KCB who included the general operations staff and management staff in various departments of the organization. The size of the sample was 71 respondents and stratified random sampling was adapted in selecting the sample. Primary data was collected through questionnaires. Data processing and analysis was carried out using SPSS whereby several findings were arrived at, key being that BARS helped identify employee qualities like inter-personal relationships; and also helped identify employees job knowledge in a certain field. On overall BARS appraisal method was found to have moderate influence on employee performance. The regression outcomes showed that Behaviorally Anchored Rating Scales appraisal had a progressive but statistically insignificant correlation with employee performance.