There are two questions you have asked. Whether HR does this on their own or whether Managers are involved? Now this will make a decent bell curve. You may now ask, why these two mid points. Retention and sourcing is a major issue today.
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There are two questions you have asked. Whether HR does this on their own or whether Managers are involved? Now this will make a decent bell curve. You may now ask, why these two mid points. Retention and sourcing is a major issue today. Supply of these professionals is less than the actual demand. Hence some adjustment need to be done. Consider a situation where supply and demand are equal, then organisations will follow this percentage perfect.
Of supply is more and demand is less, adjustment will be made accordingly. Question 2 It is a major policy issue in any organisation and HR can not and will not and should not do on their own. Normally a steering committee decides the percentage. If the ratings are skewed, then the HR shall return all the forms for reconsideration.
They highlight the percentage norms and request the Managers to correct and send them back. If the variation is minimal, they sit and resolve. HR s role is to highlight the Policy and ensure that policy is maintained. If some variation is to be done, it is referred to the steering committee.
I firmly believe that we should not tell the employees that the rating is reduced because of the Forced Ranking. It is reality. Any alternative step one takes to communicate the employee will only lead to confusion and employees will lose confidence in your appraisal system.
For example, one year, we can tell an employee that this method has brought him down, But for how many employees you will tell this reason? If this is repeated the next year, what will you tell him? To sum up 1. HR certainly will not do on their own and consult the managers. HRs role is not about individulas here but implementing the policy correct Am I clarifying little better this time??
Bell Curve In Performance Appraisal
Bell Curve Performance Appraisal Management System Brief summary There are various performance appraisal systems which exist and used by the different organization. In this system, the employees are categorized based on the ranking given to their performance. The system uses three categories namely, top performer, average performer and low performer employees based on the performance. The bell curve performance appraisal system provides a systematic way to identify the star performers and to link their performance with appropriate reward.
Bell Curve Performance Appraisal Method: Is it Still Relevant?
Through this system, the organization tries to segregate the best, mediocre and worst performers and nurture the best and discard the worst. And this segregation is based on a relative comparison of the performance of the workforce against those engaged in a similar activity and ranking them accordingly. This forced method of ranking the employees has its own advantages and disadvantages. Advantages of the Bell Curve in appraisal system: It is always important to identify top-performers and reward them substantially.