The article "Belling the Bell Curve" by C.P. Hariharan discusses the bell curve as a performance evaluation tool that promotes merit-based assessments, recognizing and rewarding top performers while maintaining transparency and identifying training needs. It acknowledges that while individuals may dislike comparisons with colleagues, the bell curve provides a framework for understanding one's standing within an organization and clarifying expectations. The author points out that performance appraisals should be data-driven to be credible and effective, as this approach helps avoid the pitfalls of treating all employees uniformly. The bell curve aims to standardize evaluations across different supervisor attitudes, promoting fairness. However, some major companies have moved away from this method, and its long-term effects are yet to be seen. The article emphasizes that while the bell curve can help mitigate biased rankings, it requires skilled management to implement effectively. It argues that the resistance to the bell curve often arises from its execution rather than the tool itself. Ultimately, it calls for managers to use the bell curve judiciously, ensuring that performance evaluations are fair, subjective, and based on well-defined standards and expectations.
Belling the bell curve
by c P Hariharan in English Magazine
Description
Performance appraisal is an annual exercise to decide the future course of action. Instead of apprehending about performance appraisal, we should do self appraisal on a consistent basis to win over performance appraisal. As the time for performance appraisal is round the corner, you stand to gain by reading this article. Once upon a time, we had to prove our mettle only once, in a company, but today we need to prove the same through out the year as also specifically at the time of annual performance appraisal.