24 Jun Within the context of performance appraisals, a bell curve refers to a normal main bell, and 10% low performers and outliers. like all statistical based analysis, . 30 Jun Bell curves initially rose in popularity in the s. They were traditionally applied in performance appraisals as a method of segregating elite. 21 Jan Every company has a system of managing and analyzing employee’s performance and their contribution in taking the company forward.

Author: Felar Dousar
Country: Finland
Language: English (Spanish)
Genre: Marketing
Published (Last): 17 December 2017
Pages: 60
PDF File Size: 7.61 Mb
ePub File Size: 15.82 Mb
ISBN: 484-6-68164-360-8
Downloads: 10583
Price: Free* [*Free Regsitration Required]
Uploader: Yohn

How are new systems better?

The supervisor is to keep a day-to-day physical record of the favourable and unfavourable tasks performed by the employee. What is the advantage for organisation?

Should You Use A Bell Curve in Performance Management?

Disadvantages of the Bell Curve Too Rigid Using the bell curve model in performance management may be considered a rigid approach for rating employees. More money might inadvertently be spent on recruiting and training new employees rather than oerformance individual performance within the team. This system is also open to the bias and prejudice of the supervisors.

These standards help the company to recognise the key talents who contribute to the overall objective of the organisation. Bell curve system of performance appraisal is a forced ranking system imposed on the employees by the management.

Use of Bell Curve in Performance Appraisals – Good or Bad?

Why is Bell Curve still belll in most mtehod the companies for performance review? Guys This is my opinion. Employee performance appraisals can subsequently lead to higher probationary periods or increased turnover rates. Are they good team players?


Performance appraisal using the bell curve will create a sense of uncertainty in the minds of the employees performanc have been graded badly because they might assume that in a tough job market, they would be the first ones to be fired. Share your views in the comments section. Below are aprpaisal few advantages and disadvantages of bell curve method of performance appraisal the bell curve method for performance appraisal management. Monitoring system should be effective one. How was a particular task done?

If the managers implement strictness in their rating a large majority of the employees will fall in the low rating group, which will demotivate the employees. When Mathew J Maniyamkott doesn’t write about startups and entrepreneurs, bell curve method of performance appraisal can find him curled in his bed reading Rohinton Mistry or a Rushdie, although he finds the latter incredibly tough to read.

Use of Bell Curve in Performance Appraisals – Good or Bad? – Empxtrack

I absolutely loved every bit of it. Cookies are important to the proper functioning of this site. What is the evaluation method followed in your organization? The bell curve graph can help identify the training that is most applicable to different categories of employees.

Telling everyone they are doing better than what we expect from them might send a wrong message to the employee that they need not strive more for success. The feedback you provide will help bell curve method of performance appraisal show you more relevant content in the future.


What are your thoughts on the bell curve method of performance appraisal? The employees peformance to the bell curve method of performance appraisal strata are at times given the opportunity to improve their efforts or are renounced from the system. Submit any pending changes before refreshing this page. This page may be out of date. Regular workdays no longer consist of the 9-to-5 office regime.

If you have any formal reference to the size of the population to be characterized by the bell curve, I would appreciate that as well.

Many company’s are following this has a wrong practice. It is rationale to use once a while in such conditions but not a repetitive.

The bell curve rating system damages employee morale by force grouping top and low performers regardless of their actual performance.

Click ‘Agree and Proceed’ to accept cookies and go directly to the site or click ‘More Information’ to see our cookie policy More Information Agree and Proceed.