Hi, I am trying to start a bell curve performance appraisal for my employees. Please guide me in commencing, execution and finishing this task. Regards, Srinivasan
From India, Mumbai
From India, Mumbai
HI
Please clarify what exactly you want to do.
You can not start bell curve performance appraisal since nothing exists by that name.
You can have different formats and methods of evaluation and rating.
When you summarize the performance ratings of all the employees for a particular appraisal period it is expected that the ratings when plotted on graph form a bell curve shape.( provided your ratings are done with least bias and your appraisers are well informed about the process). That means at the both the ends of the bell curve you will have certain groups of ratings and majority on the bulged part or the peak point of the curve.
Kind regards
Dayanand L Guddin
From Singapore, Singapore
29Please clarify what exactly you want to do.
You can not start bell curve performance appraisal since nothing exists by that name.
You can have different formats and methods of evaluation and rating.
When you summarize the performance ratings of all the employees for a particular appraisal period it is expected that the ratings when plotted on graph form a bell curve shape.( provided your ratings are done with least bias and your appraisers are well informed about the process). That means at the both the ends of the bell curve you will have certain groups of ratings and majority on the bulged part or the peak point of the curve.
Kind regards
Dayanand L Guddin
From Singapore, Singapore
Hi Srinivas,
I think what you are referring to is a forced ranking system of appraisal. Typically as per this mechanism you would get a bell shaped distribution as follows:
15 % - Top performers
20 % - Average Top
30 % - Average
20 % - Average Low
15 % - Low performers
Or there could be other distributions as well similar to the one above.
For this to work you would have to consolidate performance across all dimensions into a single rating value so as to obtain one
curve for the entire workforce. As always, the appraisal process should be all bias free, with fair comparisons across work groups and teams.
Regards,
Joshua
From India, Delhi
I think what you are referring to is a forced ranking system of appraisal. Typically as per this mechanism you would get a bell shaped distribution as follows:
15 % - Top performers
20 % - Average Top
30 % - Average
20 % - Average Low
15 % - Low performers
Or there could be other distributions as well similar to the one above.
For this to work you would have to consolidate performance across all dimensions into a single rating value so as to obtain one
curve for the entire workforce. As always, the appraisal process should be all bias free, with fair comparisons across work groups and teams.
Regards,
Joshua
From India, Delhi
Distribution suggested by Mr Joshua may be linked to the Company’s performance ratings (5 levels) and the %age may also vary wrt to company’s performance ratings.
From India, Mumbai
From India, Mumbai
Sound Performance Management System is a lip service. Careers are shaped by biases.. Plz give in your opinions guys...
From India, New Delhi
From India, New Delhi
Those who does not want to work ans have faith in them that being orator or just by opening mouth would win which these days is in trend would really are a part of SPMS
From India, Delhi
From India, Delhi
Hi Dayanand, My Only query Bell Curve is why only Bell Curve and not any other method Regards
From India, Delhi
From India, Delhi
Helow, i also want to make a presentation on bell curve and dont know where and what to include on the presentation.Please advise
From South Africa, Johannesburg
From South Africa, Johannesburg
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Bell Curve Appraisal Tool.doc
Bell Curve Appraisal.pdf