Bell Curve In Performance Appraisal

Hi Siva,
To sum it up can I say that it is a relative grading to the given context.
For ex.... all India percentile of a person in a competitive exam need not be valid if you do it for a region in the context of the same examination.
The words themselves say..... it is a forced rating to a predetermined parameters .....and therefore it is contextual.
The issue therefore is whether such a methodology is universally acceptable and is it by statistics that all cases with a larger probability fit into the bell curve even if you do not force it. I am trying to understand the applicability of this method across board.
Kindly put in your views for my understanding.
Regards
Jayaseelan

Hi All,
I have a concern as i have not done this before. Can we do this bell curvve in any type of analysis..for example in a training need analysis..pls explain how?
Dula

Dear Mr Jayaseelan

I am reading your post only now and I do not know whether a response at this juncture has any relevance However since the questions raised by you are valid I thought of responding.

This is contextual hence it invites maximum criticism.

In the absence of any universally acceptable alternative, this methodology is an important tool in Statistics.

Pass percentage in Inida in general is accepted to be 35 and why is it fixed at 35? Why first class is fixed as above 60%? All based on behavioural pattern of general public. However, when we compare a person with a family background where his/her parents are well educated, and his scoring 35 to 40 percentage may look easier than for a person coming from a background where the parents are not educated and the person lives in an atmosphere which is not encouraging studies. This is where, come intervention is required and in Inida, right or wrong, we go with caste classification and reservation.

Bell curve or uniform distribution seems to be natural phenomenon and certain degree of forced ranking is required as the assessors have their own prejudices.

In a nutshell

1. It is contextual

2. Bell curve is generally is a ntural phenomenon

3. To make it more perfect, certain degree of forced ranking is essential

4. The Top Management of an organisation need to address this forced ranking very carefully

5. While considering forced ranking, educational background, experience etc must be carefully analysed

It is no surprise that appraisals are anxious times for managers and employees. Whilst managers have to dance to the tunes of the organisation, a large majority of employees feel short changed in the whole process. It is unfortunate that an exercise whose aim is to recognise, reward and provide constructive feedback to employees, has turned into a game of numbers. Finally, organisations are waking up to the pitfalls and moving away from Bell Curve methodology. This is a good sign !