Understanding the Bell Curve: How Do You Use It in Real-World Performance Appraisals?

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 the Bell Curve, its issues, and trends.

Understanding the Bell Curve in Performance Management

Well, the 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 with the Bell Curve Method

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. 

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 of 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).

Regards