HRMT200

 To meet EEO guidelines, and conduct fair and objective performance-centered interviews, theorists and organizations have developed a number of performance models over the past 20 years.

All competency-based models establish expected behaviors, set goals and expectations, monitor performance, and provide feedback.

Examples of performance-based interviews include: person-product service model; behaviorally anchored rating scales (BARS) model; Management by Objectives (MBO) Model; Universal Performance Interviewing Model; and the 360-Degree Approach.

Evaluate the advantages and disadvantages of each approach in your opinion, and defend your reasoning.