Is the Bell Curve Failing Indian Operations? Seeking Better Performance Appraisal Methods

While going through the site, I realized that the bell curve is not an advisable method for Indian operations. I need a recommendation and understanding regarding the best system for performance appraisal in Indian operations.

Can anyone help me out?

Regards,
MR

Hello,

You can use the competence-based PMS (Performance Management System); that would be helpful! Alternatively, you can also use a simple rating system based on the KRAs. If you need any further clarifications, I can forward you the PMS system that I have designed myself.

Ayona

I don't agree with the paperwork for the appraisal system because it depends on the immediate head of any employee. If there are good relations between the head and employee, then the appraisal report will be good. However, if the relations are not good, then the appraisal will be affected, hence there is no meaningful appraisal format. Therefore, the appraisal form should be a very simple application format for upgrading, promotion, or increment. Feedback should be collected from other employees who work together in respect of each other, and it should not depend solely on the immediate head.

Regards,
Deepak