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I think the bell curve appraisal system is better known as the Forced ranking appraisal systems. it require managers to rank their employees from best to worst, apply the rankings to a bell curve and use the results to determine pay as well as who to fire.
"General Electric, the firm with which the procedure is most closely associated, sorts employees into three groups: a top 20 percent on whom rewards, promotions, and stock options are showered; a "high-performing middle" 70 percent with good futures; and a bottom 10 percent. "A company that bets its future on its people," CEO Jack Welch wrote in his final stockholders' letter, "must remove that lower 10 percent, and keep removing it every year-always raising the bar of performance and increasing the quality of its leadership."
GE isn't alone: Ranking employees is everyday practice at companies like Microsoft, Cisco Systems, Hewlett-Packard, and Sun Microsystems. Sun's system parallels that of GE: 20 percent are "superior," 70 percent are "Sun Standard," and 10 percent are "underperforming." Hewlett-Packard uses a 1-5 scale, with 15 percent receiving the best grade of 5 and 5 percent receiving 1's. Microsoft uses a 2.5-to-5 scale; EDS uses quintiling. Fortune estimates that a quarter of Fortune 500 companies have instituted forced-ranking programs."
this excerpt is taken from the 2nd article below.
What else can I help you with?
How you relate bell curve in performance appraisal?
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.
What are positives for performance appraisals?
Positive performance appraisals are those that have more positive feedback than negative. When you have a positive appraisal you are likely to get a raise.
How many pages does The Bell Curve have?
The Bell Jar has 288 pages.
When was The Global Bell Curve created?
The Global Bell Curve was created in 2008.
What does a bell curve of IQ look like?
The "bell curve" of anything, with the peak of the curve supposedly at a score of 100.
How many pages does The Global Bell Curve have?
The Global Bell Curve has 380 pages.
What is the definition of 'bell curve'?
A bell curve is a graph that depicts a large rounded peak tapering away at each end of normal distribution. A bell curve is a mathematical concept with the curve concentrated in the center.
When was The Bell Curve Debate - book - created?
The Bell Curve Debate - book - was created in 1995.
How many times do you have to roll two dice to get a statistical bell-curve?
There is no answer to this question. The greater the number of rolls, the closer you get to the bell-curve. But you will never ever actually reach the bell-curve.
How many pages does The Bell Curve Debate - book - have?
The Bell Curve Debate - book - has 720 pages.
What is the ISBN of The Global Bell Curve?
The ISBN of The Global Bell Curve is 978-1-59368-028-2.
What is the relationship between employee performance and performance appraissal?
Employee performance and performance appraisal are closely linked, as appraisals serve as a systematic evaluation of an employee's work and contributions. Effective performance appraisals provide feedback that can enhance employee performance by identifying strengths and areas for improvement. Additionally, appraisals can motivate employees through recognition and goal setting, ultimately leading to increased productivity and job satisfaction. Therefore, a well-structured appraisal process can positively influence overall employee performance.
