Utility for Bell curve

Dear Friends of HR fraternity,

This is regarding an interesting study i have undertaken so as to
understand the circumstances under which Bell curve's usage / Normal curve usage in performance appraisal is applicable and what are its positive and negative effects (a study across sectors). Though a bit controversial topic, the idea is to find unto why this system is more popular and widely used than other methods of appraising employees. Hence I would request your help and guidance in term of sharing your views and expertise.
If you could share details under the following heads it will be highly useful to me
Name of the organization, Size in terms of Employee number and brand, when bell curve system was implemented, what model/ratio is followed(Eg-70,20,10), what are the benefits of system that are enjoyed and what are the troubles faced, was is replaced by another system if so which system is it, and finally what is the employee satisfaction level and attrition rate in your organization .

With an assurance of sharing the results with you,
Requesting your replies and feedback and views on the topic and the study

B.Prashanth

The bell curve approach to performance appraisal is indeed a highly controversaial subject, more so in PSUs where such an appraisal sysem is not widely prevalent. But the government has now made it compulsory and there is expectedly a great deal of resistance to it from the employees as at present performance pay (by whatever name called) is based solely on the basis of the unit/company performance with individual performance not being taken into account. PSU managements will need to skilfully educate employees before implementing the system.