Arpann
Hr, Recruitment
Nashbramhall
Learning & Teaching Fellow (retired)
Kumarmanoj157
Hr Professional
Raisa R.
Studying
+1 Other

can anyone explain me how bell curve works? on what basis the % are being decides???
hi, in short bell curve works on the basis of the sample data opted by the analyst or researcher intern
you may find many definition on internet search, so for the one you can may let me know where do you want to introduce it
waiting your query on same
Please click on the links in the sidebar at the right; you will find answers to your questions.
Well

We are using Bell Curve in our organization for annual appraisal, the following criteria is ideal for a construction company

Criteria : Appraiser & Reviewer will review the performance as per defined Rating scale :

Rating Levels

Competency

A Excellent Exceeds requirement of competencies and shows competencies at next level

B Very Good Demonstrates all competencies at expected level plus exceeded some

C Good Demonstrates all competencies at expected level

D Satisfactory Demonstrates some competencies at expected level and needs improvement in some

E Poor Needs to improve all competencies; does not demonstrate competencies at the roles required level

Bell Curve : Please note that the overall ratings should be distributed in all eligible employees as per per "Bell Curve Ratings".

The detail of Bell Curve Concept is attached for your reference and it will help you in distribution of performance rating at your vertical level.

Example : If we have 100 employees eligible for PMS, HOD will ensure that 70% of HC should be in Good Category, 10% in Very Good, 5% in Excellent Category , 10% in Satisfactory and not more than in Poor.

Attached Files
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File Type: pptx Bell Curve - PMS.pptx (198.2 KB, 1400 views)

Hi,
Bell Curve is generally used for performance distribution for the an oganization or a unit. This concept is purely used in performance appraisal process. Generally, in any organization all employees can not have same performance level. Hence, management after assessment of organization performance / financials etc. for a particular period/ year, describe that a certain percentage of employee should come in high flyers category or good performers, average performers or poor performers. This curve should commensurate with the actual health of the organization like not squeezing much on right side or left side.
Regards,
Manoj
Dear Raisa,
To reinforce your learning, it would be better if you could summarise the concept of bell curve as you have understood and post it here. In case there is any mistake, experts will correct it.
As per my understanding the appraiser segregate people as per their ratings in bell curve shape. For Eg. (Assume 1-5 Rating Scale) if 500 employees are thr in an organization thn out of those 500 ,10% will be having 1 as a rating i.e. Very Good, 20% will be having 2 rating i.e. Good, 40% will be having 3 Rating i.e. Average, 20% for rating 4 i.e. Poor and 10% for rating 5 i.e. Very Poor. So basically an appraiser is segregating those 500 employees as per their rating under one bell curve.
Sir, Are bell curves formed department vise or for whole organization one bell curve??
Yes Raisa - Bell curves are formed function wise as well as whole organization both.
Dear Raisa,
Please read the article by Ron Ashkenas at Why Performance Assessment Curves Often Bend the Wrong Way - Forbes Also please note the remarks/note at the bottom. to understand how to cite ones own work to avoid self-plagiarism.
Please also read Rosh Ashkenas in the HBR.org, where people have comment on the application of Bell Curve.
Appraisals being ratings,the distributions can not make bell shaped curves. Any one having frequency distributions on notional scales may very well present here. Those are not bell shaped.
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