Hi !!
Going by your experience, how successful is forced ranking/normalization in a mid size (150 - 200 employees) organization? Which is the most scientific way of appraisal for this size of organization?
From India, Calcutta
1Going by your experience, how successful is forced ranking/normalization in a mid size (150 - 200 employees) organization? Which is the most scientific way of appraisal for this size of organization?
From India, Calcutta
Hi ,
Any group above 50 can follow the process of normalisation / Forced ranking.
Even if you have 100-200 pople org. all cannot be average , above average or below average. It is important to diferrenciate performance and NPC is the best way for org to determine that.
Regards
Yasha
From United States, Minneapolis
Any group above 50 can follow the process of normalisation / Forced ranking.
Even if you have 100-200 pople org. all cannot be average , above average or below average. It is important to diferrenciate performance and NPC is the best way for org to determine that.
Regards
Yasha
From United States, Minneapolis
Normalisation is a inherent part of Appraisal process in midsized & large companies
Normalization is the process of review of the ratings each group as a whole to ensure the ratings are as per the recommended norms and the percentages are generally decided by HR
As a general guideline, normalized rating of an employee would be arrived at taking into account the Difficulty of Assignment, importance of KRA attached to the individuals etc. This would be a rating relative to performance of other employees in the group considering the same factors. Certain parameters have to be defined to to arrive at normalized ratings.
Hope this inputs would suffice
From India, Mumbai
Normalization is the process of review of the ratings each group as a whole to ensure the ratings are as per the recommended norms and the percentages are generally decided by HR
As a general guideline, normalized rating of an employee would be arrived at taking into account the Difficulty of Assignment, importance of KRA attached to the individuals etc. This would be a rating relative to performance of other employees in the group considering the same factors. Certain parameters have to be defined to to arrive at normalized ratings.
Hope this inputs would suffice
From India, Mumbai
Normalisation is a inherent part of Appraisal process in midsized & large companies
Normalization is the process of review of the ratings each group as a whole to ensure the ratings are as per the recommended norms and the percentages are generally decided by HR
As a general guideline, normalized rating of an employee would be arrived at taking into account the Difficulty of Assignment, importance of KRA attached to the individuals etc. This would be a rating relative to performance of other employees in the group considering the same factors. Certain parameters have to be defined to to arrive at normalized ratings.
Hope this inputs would suffice
From India, Mumbai
Normalization is the process of review of the ratings each group as a whole to ensure the ratings are as per the recommended norms and the percentages are generally decided by HR
As a general guideline, normalized rating of an employee would be arrived at taking into account the Difficulty of Assignment, importance of KRA attached to the individuals etc. This would be a rating relative to performance of other employees in the group considering the same factors. Certain parameters have to be defined to to arrive at normalized ratings.
Hope this inputs would suffice
From India, Mumbai
hi all For a 25000 employees organisation like NTPC...its following a narmalisation procedure for its PACE score ..datz the system they follow in PMS. regards aanchal
From India, Mumbai
From India, Mumbai
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Forced Ranking.pdf