Dear Senior Please update me on bell curve. What are the components of bell curve.How does it represent performance issues. Regards Saurav
From India, Madras
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2From India, Madras
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Hi Saurav,
The bell curve is nothing but a normal distribution curve. In a big company where the number of associates is higher, HR tries to fit the ratings of associates into a normal distribution.
The steps for the same are as below:
1. Prepare a merit list of all associates based on their performances.
2. Assign ratings ranging from Excellent to below average as per the enclosed sheet.
Regards,
Sanjeev
From India, Delhi
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The bell curve is nothing but a normal distribution curve. In a big company where the number of associates is higher, HR tries to fit the ratings of associates into a normal distribution.
The steps for the same are as below:
1. Prepare a merit list of all associates based on their performances.
2. Assign ratings ranging from Excellent to below average as per the enclosed sheet.
Regards,
Sanjeev
From India, Delhi
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Hi Saurav, Bell curve is also called as Forced distributin Method.You can checkout this small ppt
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I take this opportunity to request bloggers to first search CiteHr before posting their query. For example, the boxes at the right side of this message show that there have been 5 threads on Bell Curve already.
Have a nice day.
Simhan
From United Kingdom
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Have a nice day.
Simhan
From United Kingdom
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You are right, Simhan.
But coming to think of it, we live in a world of instant gratification where most people want instant answers—without even taking some time off to check things up—doesn't matter if that's at others' cost, in terms of lost time & effort to answer queries that were already answered many times earlier. And this trend seems to be on the rise @ CiteHR of late.
I wish Moderators & Super Moderators like you devise a way to handle this aspect even while someone is in the posting process, instead of responding AFTER the posting—saves time for everyone. When self-control/self-discipline doesn't make sense, a dose of restriction may be necessary.
Rgds,
TS
From India, Hyderabad
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But coming to think of it, we live in a world of instant gratification where most people want instant answers—without even taking some time off to check things up—doesn't matter if that's at others' cost, in terms of lost time & effort to answer queries that were already answered many times earlier. And this trend seems to be on the rise @ CiteHR of late.
I wish Moderators & Super Moderators like you devise a way to handle this aspect even while someone is in the posting process, instead of responding AFTER the posting—saves time for everyone. When self-control/self-discipline doesn't make sense, a dose of restriction may be necessary.
Rgds,
TS
From India, Hyderabad
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Dear Nashbramhall! Could you please guide me how can I ask the question on main? As i wanna help in getting the material on "Manage Employee Performance & Reward by John Shield. Best Regards
From Pakistan
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From Pakistan
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Hi, The percentage which u gave through the excel sheet may be wrong plz check. Rating % of associates Excellent 15% Very Good 20% Good 40% Average 20% Below Average 5%
From India, Bangalore
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From India, Bangalore
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Hi Dhananjay, You can adjust % in different rating heads slightly, but be remembered tht total must be 100%. Regards Sanjeev
From India, Delhi
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From India, Delhi
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Hi,
Please find attached a document. I hope this will help you understand the concept. The ideal percentages for the Bell curve are as follows:
Rating % of associates
Excellent 5%
Very Good 7.5%
Good 60%
Average 17.5%
Below Average 10%
Regards,
Raj
From India, Mumbai
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Please find attached a document. I hope this will help you understand the concept. The ideal percentages for the Bell curve are as follows:
Rating % of associates
Excellent 5%
Very Good 7.5%
Good 60%
Average 17.5%
Below Average 10%
Regards,
Raj
From India, Mumbai
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PPT has explained the Bell Curve very well. Thanks a lot.
Since the curve is shaped like a bell, it is called a bell curve.
Though it is called a normal distribution, often it has to be forced, especially when salary increments and rewards are directly linked to individual performance ratings. Bosses often tend to rate everyone as good or outstanding.
Forced distribution helps in really identifying outstanding or excellent performers from mere good performers and also to identify poor performers.
Most often unless forced to follow the bell curve, there will be hardly any poor performers, and all employees will be rated as excellent or good. In such a situation, Management has to pose questions to HODs and Appraisers that if all are performing good or excellent, then the company and its each department must be achieving all its targets and goals, which is often not the case.
Sanjeev4769 posted:
Hi Saurav,
Bell curve is nothing but a normal distribution curve. In a big company where the number of associates is more, HR tries to fit the rating of associates in a normal distribution.
The steps for the same are as below:
1. Prepare a merit list of all associates as per their performances.
2. Give them a rating of excellent to below average as per the enclosed sheet.
Regards,
Sanjeev
From India, Pune
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Since the curve is shaped like a bell, it is called a bell curve.
Though it is called a normal distribution, often it has to be forced, especially when salary increments and rewards are directly linked to individual performance ratings. Bosses often tend to rate everyone as good or outstanding.
Forced distribution helps in really identifying outstanding or excellent performers from mere good performers and also to identify poor performers.
Most often unless forced to follow the bell curve, there will be hardly any poor performers, and all employees will be rated as excellent or good. In such a situation, Management has to pose questions to HODs and Appraisers that if all are performing good or excellent, then the company and its each department must be achieving all its targets and goals, which is often not the case.
Sanjeev4769 posted:
Hi Saurav,
Bell curve is nothing but a normal distribution curve. In a big company where the number of associates is more, HR tries to fit the rating of associates in a normal distribution.
The steps for the same are as below:
1. Prepare a merit list of all associates as per their performances.
2. Give them a rating of excellent to below average as per the enclosed sheet.
Regards,
Sanjeev
From India, Pune
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Bell curve is used for performance management. The logic is, as per the bell curve rule, you have to classify a certain number of employees forcefully under some defined rules.
This is forced distribution, and that is one of the drawbacks of this theory because you are forcefully classifying an employee as outstanding or unsatisfactory, underestimating his potential. Usually, this kind of model is nowadays used in companies which are into restructuring, business process reengineering, and 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 on 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 being measured. In application, at least in academia, it appears that it is primarily used to inflate grades to mask the poor performance of students.
Many argue that this system is far more equitable as it produces an outcome "as it should be" rather than relying on the raw data itself.
For more details on the bell curve, you can click the below hyperlink which belongs to citehr itself: [CiteHR Bell Curve Appraisal](https://www.citehr.com/46150-ppt-bell-curve-appraisal.html#axzz16Hlfe8Ba)
From India, Pune
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This is forced distribution, and that is one of the drawbacks of this theory because you are forcefully classifying an employee as outstanding or unsatisfactory, underestimating his potential. Usually, this kind of model is nowadays used in companies which are into restructuring, business process reengineering, and 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 on 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 being measured. In application, at least in academia, it appears that it is primarily used to inflate grades to mask the poor performance of students.
Many argue that this system is far more equitable as it produces an outcome "as it should be" rather than relying on the raw data itself.
For more details on the bell curve, you can click the below hyperlink which belongs to citehr itself: [CiteHR Bell Curve Appraisal](https://www.citehr.com/46150-ppt-bell-curve-appraisal.html#axzz16Hlfe8Ba)
From India, Pune
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mr sanjeev u have attached an excel sheet in ur reply cud u plss explain on what parameters the percentage of rating is given.. regards amala
From India, Mumbai
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From India, Mumbai
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Dear Simhan,
Thank you very much. I am sorry for not checking the bottom and posting the foolish question. Anyhow, once again, thank you very much. I feel this is the best site I have ever encountered.
Best Regards.
From Pakistan
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Thank you very much. I am sorry for not checking the bottom and posting the foolish question. Anyhow, once again, thank you very much. I feel this is the best site I have ever encountered.
Best Regards.
From Pakistan
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Hi Dhananjay,
Forced ranking is a controversial workforce management tool that uses intense yearly evaluations to identify a company's best and worst performing employees, using person-to-person comparisons. In theory, each ranking will improve the quality of the workforce. Managers rank their subordinates into 5 categories:
Rating % distributions
Far Exceeding Expectation 15%
Exceeding Expectation 20%
Met Expectation 40%
Met Some Expectation 20%
Did Not Meet Expectation 5%
The top 20 percent are the "A" players, the people who will lead the future of the company. They're given raises, stock options, and training. The middle 70 percent are the "B" players, steady-eddies who are given smaller raises and encouraged to improve. The bottom 10 percent are the "C" players, who contribute the least and may be meeting expectations but are simply "good" on a team of "greats." The rest of the population is given no raises or bonuses and are either offered training, asked if they'd be happier elsewhere, or fired.
Dinesh Negi
Human Resources
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Forced ranking is a controversial workforce management tool that uses intense yearly evaluations to identify a company's best and worst performing employees, using person-to-person comparisons. In theory, each ranking will improve the quality of the workforce. Managers rank their subordinates into 5 categories:
Rating % distributions
Far Exceeding Expectation 15%
Exceeding Expectation 20%
Met Expectation 40%
Met Some Expectation 20%
Did Not Meet Expectation 5%
The top 20 percent are the "A" players, the people who will lead the future of the company. They're given raises, stock options, and training. The middle 70 percent are the "B" players, steady-eddies who are given smaller raises and encouraged to improve. The bottom 10 percent are the "C" players, who contribute the least and may be meeting expectations but are simply "good" on a team of "greats." The rest of the population is given no raises or bonuses and are either offered training, asked if they'd be happier elsewhere, or fired.
Dinesh Negi
Human Resources
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