Bell curve is used for performance management.
The logic is, as per the bell-curve rule, you got to classify certain number of emplyees forcefully under some defined rules.
This is forced distribution, and that is one of the drawback of this theory because you are forcefully by classifying an employee as outstanding or unsatifactory, underestimating his potential, usually this kind of model is nowadays used in companies which are into restructuring, business process reengineering, and into cutting down their workforce for cost advantages etc.
The merit of the bell curve performance appraisal system is that it seeks to normalize ratings. This is based upon the assumption that all random data sets will be distributed in such a fashion. The intent is to rectify an overly skewed outcome that may have been unduly influenced by factors not pertaining to the actual performance that was being measured. In application, at least in academia, it appears that it is primarily used to inflate grades in order to mask the poor performance of students.
Many argue that this system is far more equitable as it prodcues an outcome "as it should be" rather than relying on the raw data itself.
for more details on the bell curve.. u can click the below hyperlink which belongs to citehr itself.
https://www.citehr.com/46150-ppt-bel...#axzz16Hlfe8Ba
thanks.
The logic is, as per the bell-curve rule, you got to classify certain number of emplyees forcefully under some defined rules.
This is forced distribution, and that is one of the drawback of this theory because you are forcefully by classifying an employee as outstanding or unsatifactory, underestimating his potential, usually this kind of model is nowadays used in companies which are into restructuring, business process reengineering, and into cutting down their workforce for cost advantages etc.
The merit of the bell curve performance appraisal system is that it seeks to normalize ratings. This is based upon the assumption that all random data sets will be distributed in such a fashion. The intent is to rectify an overly skewed outcome that may have been unduly influenced by factors not pertaining to the actual performance that was being measured. In application, at least in academia, it appears that it is primarily used to inflate grades in order to mask the poor performance of students.
Many argue that this system is far more equitable as it prodcues an outcome "as it should be" rather than relying on the raw data itself.
for more details on the bell curve.. u can click the below hyperlink which belongs to citehr itself.
https://www.citehr.com/46150-ppt-bel...#axzz16Hlfe8Ba
thanks.