Module 2 – Case
SOCIAL MEDIA AND HR;
BEHAVIORAL ANCHORED RATING SCALES; SIMULATION TRAINING
Case Assignment
After reading the required materials on social media found
on the Background page for this module and your own library research, prepare a
4- to 5-page paper addressing the following:
Discuss the influence social media has (or could have) on
HRM success.
What are the challenges of HRM professionals using social
media to learn about current and potential employees?
The Wright article talks about how Facebook recruits. Bring
in three other real-life, private sector employers (by name from your
readings/research) and discuss their approaches to social media in the HRM
context.
Use at least 5 sources from the Trident library.
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.
Module 2 – SLP
SOCIAL MEDIA AND HR;
BEHAVIORAL ANCHORED RATING SCALES; SIMULATION TRAINING
Behaviorally anchored rating scales (BARS) directly assess performance
behaviors as opposed to performance results (MBO). The BARS method depends on
critical incidents or short descriptions of effective and ineffective behaviors
that ultimately produce a number value. A manager who uses the BARS approach to
assess his or her employees can be compared to an instructor who uses a rubric
for grading assignments. Ultimately, 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
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” (Colquitt, Lepine, and Wesson, 2011, p. 53). A manager can use the
MBO and BARS approaches (they complement one another) for optimal performance
appraisal results. Also, managers can use the overall scores to compare
employees. The following is an example of a BARS appraisal from a student who
is rating a teacher. The student has the option of rating the teacher on a
scale from 1 to 3 with 1 being the lowest score and 3 being the highest. Also,
there is a correlation between the behavioral anchor short description and the
rating score. In the example, the student gives the teacher a 3 and adds notes
on the left-hand side for why the teacher earned that score. Ultimately, the
assessor or human resource professional is responsible for rating an
individual.
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) Example
Area 1: Teaching skills
Specific Notes
Rating
Meaning
Behavioral Anchors
Reviewed grades w/me on 9/12/2011.
Feedback on assignments has helped me develop my writing
skills.
The lectures keep me engaged.
3
Above Average
My teacher is concerned about my progress toward graduation,
provides constructive feedback on assignments, and presents lectures in a
logical and concise order.
2
Average
My teacher is somewhat concerned about my progress toward
graduation, provides some constructive feedback on assignments, and presents
lectures in a reasonable order.
1
Below Average
My teacher is not concerned about my progress toward
graduation, does not provide feedback on assignments, and does not present
lectures in a logical order.
To receive full credit for this assignment, you will need
to:
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 assessor to figure out where you scored highest and where you
scored lowest.
Write a paper discussing the following issues:
Your results
The process you went through
How your instrument can be adjusted for optimal results
What the strengths and weaknesses of BARS are
How the feedback from the BARS can help an individual
improve over time
How BARS compares to other performance appraisal processes
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 2-3 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 paper 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.
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