In my organization, we have a total of 74 employees, of which in my department we are only 4. There are totally six department excluding the HR and Admin.
As mentioned Our team having people with different expertise with different experience and in Different designation .
When we are given targets to achieve, its was 4 Cr per year for all the department irrespective of the strength of the department. During the budget time 2018-19, our chairman announced that the team ,which ever is do good will be rewarded with a incentive, and the teams which are underperformance will be punished.
To achieve the target, our team our Smart and hard. Most of the times, we worked from morning 9am to 9 pm. where as my office timing is 10:30am to 6:30 pm.
we worked almost all the week ends. finally the target was achieved.
During the end of the year, the results was that our team (A) with 4 employees, and other teams(B & C) with 40 & 12 employees performed excellent. We have crossed the target given and we made a surpluses of 50 lac. whereas other two Teams (D&E) performed good. where as the other Team F was doing poor.
In this regards, we approached the management for the incentive and our management agreed but they asked us to come with a Incentive scheme for employee. We suggested that it has be already done through appraisal, and it can be used for rating. And also mentioned that the employees will get there incentive according to there salary per month.(Eg: 91 and above are excellent and will be eligible for 3 months salary, 81 to 90 V. good for 2 month salary and 71-80 are good and eligible for 1 month salary.
Everyone one has agreed, But my HR is saying, in a team there can't be more than one having excellent performance and he is asking to make a Bell curve.
following are my questions:-
Is it possible to make a bell curve for 4 employees?
Isn't it logical to asses employees of different designation and experience using a bell curve?
Can't there be more than one outstanding performers. ( if so, then we could not have achieved our targets and made a surpluses.)
How can this problem can be solved. Is there any effective solution . please share your opinion.
From India, Ahmedabad
As mentioned Our team having people with different expertise with different experience and in Different designation .
When we are given targets to achieve, its was 4 Cr per year for all the department irrespective of the strength of the department. During the budget time 2018-19, our chairman announced that the team ,which ever is do good will be rewarded with a incentive, and the teams which are underperformance will be punished.
To achieve the target, our team our Smart and hard. Most of the times, we worked from morning 9am to 9 pm. where as my office timing is 10:30am to 6:30 pm.
we worked almost all the week ends. finally the target was achieved.
During the end of the year, the results was that our team (A) with 4 employees, and other teams(B & C) with 40 & 12 employees performed excellent. We have crossed the target given and we made a surpluses of 50 lac. whereas other two Teams (D&E) performed good. where as the other Team F was doing poor.
In this regards, we approached the management for the incentive and our management agreed but they asked us to come with a Incentive scheme for employee. We suggested that it has be already done through appraisal, and it can be used for rating. And also mentioned that the employees will get there incentive according to there salary per month.(Eg: 91 and above are excellent and will be eligible for 3 months salary, 81 to 90 V. good for 2 month salary and 71-80 are good and eligible for 1 month salary.
Everyone one has agreed, But my HR is saying, in a team there can't be more than one having excellent performance and he is asking to make a Bell curve.
following are my questions:-
Is it possible to make a bell curve for 4 employees?
Isn't it logical to asses employees of different designation and experience using a bell curve?
Can't there be more than one outstanding performers. ( if so, then we could not have achieved our targets and made a surpluses.)
How can this problem can be solved. Is there any effective solution . please share your opinion.
From India, Ahmedabad
Thank you for giving some background information. I will try to answer the questions raised.
Is it possible to make a bell curve for 4 employees?
No. Please go to https://ask.metafilter.com/220512/Is...nce-management
Isn't it logical to asses employees of different designation and experience using a bell curve?
It is illogical. (Please proof read your posts)
Can't there be more than one outstanding performers. ( if so, then we could not have achieved
our targets and made a surpluses.)
All the four could be equally good.
How can this problem can be solved.
Please read some articles at https://www.google.com/search?sxsrf=...4dUDCAg&uact=5 and then talk to your HR person. It would be useful to know how ualified is your HR>
From United Kingdom
1624Is it possible to make a bell curve for 4 employees?
No. Please go to https://ask.metafilter.com/220512/Is...nce-management
Isn't it logical to asses employees of different designation and experience using a bell curve?
It is illogical. (Please proof read your posts)
Can't there be more than one outstanding performers. ( if so, then we could not have achieved
our targets and made a surpluses.)
All the four could be equally good.
How can this problem can be solved.
Please read some articles at https://www.google.com/search?sxsrf=...4dUDCAg&uact=5 and then talk to your HR person. It would be useful to know how ualified is your HR>
From United Kingdom
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Create bell curve in XL.doc
Bell Curve.xls
Bell Curve Appraisal.pdf