Advantages of the behaviourally anchored rating scales

a. The ratings are likely to be accurate because these are done by the experts.

b. Behaviourally anchored rating scales (BARS) typically requires considerable employee participation therefore, its acceptance by the both superiors and their subordinates may be greater. Thus, the ratings are likely to be more acceptances due to employee participation.

c. Proponents of BARS also claim that such a system differentiate among behaviour, performance and results and consequently is able to provide a basis for setting developmental goals for the employee.

d. It is job specific and identifies observable and measurable behaviour, hence it is more reliable and a valid method for performance appraisal.

e. The method is more reliable and valid as it is job specific and identifies observable and measurable behaviour. The ratter's bias is reduced. Systematic clustering of critical incidents helps in making the dimensions independent of one another.

f. The method provides a basis for setting developmental goals for employee as it differentiates between behaviour, performance and results.

g. The use of critical incidents is useful in providing feedback to the employee being rated.