Bell Curve And Performance Appraisal - JPG Download

Can anyone help me understand the bell curve and how to use it in performance appraisal in practical practice?

Yes, I can. Are you still on Cite HR? If yes, do let me know. I will help you understand the whole concept of Bell Curve, issues, and trends.

Well, Bell Curve is also called Forced Distribution. This is one of the few methods of Performance Management. It is a Comparative Performance Management System. Employees' ratings are forced to follow a specific trend that resembles a bell curve. For example, it is considered that excellent employees in a department should not exceed 10%, good 20%, satisfactory 40%, marginal 20%, and unsatisfactory 10%. Thus, all employees in a department are rated keeping this trend in mind. Once all employees are rated in this way, the polynomial trend in the graph looks like a bell curve.

Issue: The employees are not as satisfied with this kind of comparative analysis. In their view, this is not a justified way as their supervisor is not free to rate based on performance but rather has to compare among performances.

Hope the above will be helpful for your quest. Once you understand this, kindly confirm. :)

Please click on the threads highlighted at the side of the message box. The one at the top is on the same topic with 53 replies.

Have a nice day.

Simhan
A retired academic in the UK

@nashbramhall
Thanks...

@Above friends,

Yes, the right-hand side links are enough to be read for understanding the BELL CURVE. Here, in the attached picture, I am sharing with you an analysis on the BELL CURVE. You can see the thinner line showing the desired level, whereas the dark line shows the actual status in one of our departments (PE).