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
2From India, Madras
Hi Saurav,
Bell curve is nothing but a Normal distribution curve. In a big company where number of associates are more, HR try to fit the rating of associates in 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 rating of Excellent to below average as per enclosed sheet.
Regards
Sanjeev
From India, Delhi
Bell curve is nothing but a Normal distribution curve. In a big company where number of associates are more, HR try to fit the rating of associates in 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 rating of Excellent to below average as per enclosed sheet.
Regards
Sanjeev
From India, Delhi
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
Have a nice day.
Simhan
From United Kingdom
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
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
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
From Pakistan
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
From India, Bangalore
Hi Dhananjay, You can adjust % in different rating heads slightly, but be remembered tht total must be 100%. Regards Sanjeev
From India, Delhi
From India, Delhi
Hi,
Pl find attached a document .. hope this will help you to understand the concept
Ideal PErcentage for Bell curve are as follows ..
Rating % of associates
Excellent 5%
Very Good 7.5%
Good 60%
Average 17.5%
Below Average 10%
Rgds
Raj
From India, Mumbai
Pl find attached a document .. hope this will help you to understand the concept
Ideal PErcentage for Bell curve are as follows ..
Rating % of associates
Excellent 5%
Very Good 7.5%
Good 60%
Average 17.5%
Below Average 10%
Rgds
Raj
From India, Mumbai
- PPT has explained the Bell Curve very well. Thanks a lot.
- Since curve is shaped like a bell, it is called 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 question to HODs and Appraisers that, if all are performing Good or Excellent then company and it's each department must be achieving all it's targets and goals, which is often not a case.
From India, Pune
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