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Hi Already there is a psot on this subject and I have given my reply I am reproducing the same Go through this post pl Siva
From India, Chennai
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From India, Chennai
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Once the appraisals are done and ratings submitted in the system, the ratings go through a normalization process to ensure that overall ratings are in the form of a bell curve (e.g., on a rating scale of 1-5). The maximum number of employees should receive a rating of 3, with not more than 10% at ratings of 1 and 5.
For example, if an appraisee is rated at 4.8 and the system has already reached its limit for ratings of 5 with employees receiving 4.9 and 5.0 ratings, the appraisee's rating of 4.8 is adjusted to 4 to maintain the curve's shape. The ratings can only be viewed by the appraisee after the normalization process is completed.
I work with TCS, and this system has been successfully implemented in my organization.
From India, Mumbai
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For example, if an appraisee is rated at 4.8 and the system has already reached its limit for ratings of 5 with employees receiving 4.9 and 5.0 ratings, the appraisee's rating of 4.8 is adjusted to 4 to maintain the curve's shape. The ratings can only be viewed by the appraisee after the normalization process is completed.
I work with TCS, and this system has been successfully implemented in my organization.
From India, Mumbai
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Hi,
Personally, I am completely against the implementation of the Bell Curve appraisal system in India. It had considerable success in the West because of the work culture followed by corporates there.
In India, we tend to have a more emotional approach, and hence, such an implementation could seriously hamper the reputation of the company in the candidate and graduate market.
Three major flaws I see in this system are:
a) This system is implemented department-wise instead of across the entire employee database, hence there are chances that the worst in some departments are much better than the average in other departments but still, they are forced to leave.
b) When this system is implemented in a department where the performance has been very good and the company can't afford to fire the lower 10%, the bonuses and the raise in salary are quite less compared to other departments, and hence, sooner or later, the firm sees the top 20% leave because they are not happy with their respective packages.
c) This system, along with improving the top performers in your company, would also attract hyper-competitive nature among employees, resulting in a dysfunctional working environment in the same department.
d) The trainees are generally the ones who get fired.
Now for the implementation:
It's generally based on three levels of performances — the top 20% is extraordinary, the mid 70% is ordinary but the backbone of the company, and the remaining 10% are the individuals who are considered worthless and can't be trained, hence are fired if their performance doesn't improve for three consecutive years.
The appraisal system is done department-wise, and the respective line managers are supposed to rate employees into these three groups.
The candidate who is not able to come out of the lower 10% for two/three years is then fired.
I hope the above clears all doubts on the drawbacks and implementation of the Bell Curve appraisal system.
I will have to agree that the Bell Curve, with a few tweaks, can be very fruitful. Please check the attachment for a better implementation of the tweaked Bell Curve appraisal system.
Thanks & Regards,
AJ
From India, Thana
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Personally, I am completely against the implementation of the Bell Curve appraisal system in India. It had considerable success in the West because of the work culture followed by corporates there.
In India, we tend to have a more emotional approach, and hence, such an implementation could seriously hamper the reputation of the company in the candidate and graduate market.
Three major flaws I see in this system are:
a) This system is implemented department-wise instead of across the entire employee database, hence there are chances that the worst in some departments are much better than the average in other departments but still, they are forced to leave.
b) When this system is implemented in a department where the performance has been very good and the company can't afford to fire the lower 10%, the bonuses and the raise in salary are quite less compared to other departments, and hence, sooner or later, the firm sees the top 20% leave because they are not happy with their respective packages.
c) This system, along with improving the top performers in your company, would also attract hyper-competitive nature among employees, resulting in a dysfunctional working environment in the same department.
d) The trainees are generally the ones who get fired.
Now for the implementation:
It's generally based on three levels of performances — the top 20% is extraordinary, the mid 70% is ordinary but the backbone of the company, and the remaining 10% are the individuals who are considered worthless and can't be trained, hence are fired if their performance doesn't improve for three consecutive years.
The appraisal system is done department-wise, and the respective line managers are supposed to rate employees into these three groups.
The candidate who is not able to come out of the lower 10% for two/three years is then fired.
I hope the above clears all doubts on the drawbacks and implementation of the Bell Curve appraisal system.
I will have to agree that the Bell Curve, with a few tweaks, can be very fruitful. Please check the attachment for a better implementation of the tweaked Bell Curve appraisal system.
Thanks & Regards,
AJ
From India, Thana
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Hi AJ,
Thank you for sharing information on the Bell Curve Methodology. I tried following your guidelines for a test run, but I couldn't find the Data Analysis icon under Tools. Could you please provide me with further guidance on this?
Regards,
Rachna Sinha
# 040 23100600/601
From India, Hyderabad
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Thank you for sharing information on the Bell Curve Methodology. I tried following your guidelines for a test run, but I couldn't find the Data Analysis icon under Tools. Could you please provide me with further guidance on this?
Regards,
Rachna Sinha
# 040 23100600/601
From India, Hyderabad
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I'm Robert Bacal, author of a number of performance management books published by McGraw-Hill. This is a topic of interest to me since I'm absolutely against the use of the bell curve. A number of companies, including Microsoft, have stopped using it, and there have been some successful lawsuits in the USA.
Here are some resources:
[Employee Ranking Systems Reference Library](http://performance-appraisals.org/appraisal-library/Employee_Ranking_Systems/)
Articles:
- [Does rank and yank improve productivity?](http://www.performance-appraisals.org/faq/yankfallacy2.htm)
- [About Employee Ratings and Employee Rankings](Here's more questions and answers on ranking, rating, etc.)
If anyone has questions, I'd be glad to answer them here.
Robert Bacal
From Canada, Ottawa
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Here are some resources:
[Employee Ranking Systems Reference Library](http://performance-appraisals.org/appraisal-library/Employee_Ranking_Systems/)
Articles:
- [Does rank and yank improve productivity?](http://www.performance-appraisals.org/faq/yankfallacy2.htm)
- [About Employee Ratings and Employee Rankings](Here's more questions and answers on ranking, rating, etc.)
If anyone has questions, I'd be glad to answer them here.
Robert Bacal
From Canada, Ottawa
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hi..i’m newcomer...but really interested with this blog..can anyone share with me a force ranking policy...do we have one?:|
From Malaysia, Johor Bahru
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From Malaysia, Johor Bahru
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Dear Sir,
I am highly satisfied with the above answer, but I have some confusion. As per the attached diagram, which one is the top performer at 20%, the middle performer at 70%, and the lower performer at 10%? Is it negative or positive?
I am requesting you to please explain to me as per the attached diagram as I am facing many confusions. I am waiting for your reply as I have to submit my project.
Thank you.
From India, Mumbai
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I am highly satisfied with the above answer, but I have some confusion. As per the attached diagram, which one is the top performer at 20%, the middle performer at 70%, and the lower performer at 10%? Is it negative or positive?
I am requesting you to please explain to me as per the attached diagram as I am facing many confusions. I am waiting for your reply as I have to submit my project.
Thank you.
From India, Mumbai
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Hi! I understand the concept of the Bell curve; however, I have been asked to show a bell curve in Excel. The hypothetical numbers provided are: A 5, B 15, C 60, D 10, E 10. I am aware that there is already a post on how to depict a bell curve in Excel, but I would appreciate it if anyone could walk me through it or simplify the process by providing step-by-step instructions.
Thanks a ton!
From India, Bangalore
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Thanks a ton!
From India, Bangalore
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Bell Curve Appraisal.pdf
Create bell curve in XL.doc