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| Message From: jigar |
Total Posts: 37 |
Rank: Beginner |
| Post Date: 26/04/2007 10:21:44 |
Points: 185 |
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Hello Pals, A few days ago, I remember one of our team mates to have asked on the concept of Bell Curve and here is my brief answer to the same.. A bell curve is a theoretical dsitribution of scores across a given population. Applied to PMS, this means that the performance of the majority of a given population will tend to gravitate towards the center i.e., average while the extremes would comprise of either the poor performers or excellent ones. This simply means that you can't have 100% stars in a team; there has to be the so-so (average) guys and low performers. The curve is mostly used as a control mechanism. Hope it helps ; ) Jigar
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| Message From: shivanandaraok |
Total Posts: 2 |
Rank: Beginner |
| Post Date: 30/12/2009 10:41:46 |
Points: 10 |
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| Can anyone eloborate further and suggest its suitability of application in Indian scenario |
| Message From: kirti agarwal |
Total Posts: 1 |
Rank: Beginner |
| Post Date: 04/02/2010 16:58:38 |
Points: 5 |
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Hi, Bell curve as a concept in PMS has been adopted by many organizations including Indian Companies to weed out low performers from the company. The supervisors and the HR managers appraise the performance of the employees and identify excellent-average-low(below average) performers and the pecentage is usually (20-70-10) or (10-80-10). This suggests that most of the employees (70-80%) fall in the average category. This is a relative concept in the sense that even if all employees working in the organization are very good yet among them some will be relatively better or worse than others. |
| Message From: seth_pramod100 |
Total Posts: 2 |
Rank: Beginner |
| Post Date: 15/03/2010 09:03:37 |
Points: 10 |
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Take my advice, don't get the bell curve in performance appraisals. It is one of the biggest blunders of the century and needs to stop now.
I assume you really are not aware of statistics when you asked that question. The bell curve will do more harm than good in your hand. So leave it and try the 5 point system.
Regards prem |
| Message From: Pritha |
Total Posts: 10 |
Rank: Beginner |
| Post Date: 08/04/2010 11:15:18 |
Points: 50 |
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| What is that 5 point system you are talking about??? |
| Message From: Vijayp |
Total Posts: 7 |
Rank: Beginner |
| Post Date: 10/04/2010 03:45:54 |
Points: 35 |
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The 5 Points system is more of a Goal setting process as i understand it. It does not constitute the Performance Management system as it does nto cover the aspects of review and reports involved in any PMS. 1. Understand the benefit of your goals 2. Derive what actions/activites give you the Benefit? 3. Segement into smaller goals. 4. define the activities to achieve your goal 5. Monitor the results through the course. Vijay |
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