Is Bell Curve losing its Glory ?

?Bell Curve as an appraisal tool is creating many discussions of late. While some group vouches this toll for an effective appraisal some others vehemently disagree with the idea of force ranking their employees. A few H R professionals’ points out implementation of bell curve and forced ranking as a root cause for low morale and high attrition rate

Bell curve as a tool to normalize appraisal subjectivity like Hello effect, horns effect, excessive leniency, excessive severity, opportunity bias etc is very effective. Bell curve normalizes the appraisal biasness and bring in normality between various department heads.

However, evaluation of an employee cannot be restricted only on performance. There are various other factors that need to be considered while evaluating an employee. His potential to grow, drive for results, people orientation, quality orientation, communication, systems and process orientation etc. These qualities are better assessed through a psychometric profiling coupled with the achievement of targets. In other words achievements of targets can ONLY be one part of the appraisal system.  

We are suing a right tool for a wrong evaluation and finally blaming the tool for a wrong result.

Hence I feel the bell curve is still effective provided we use it for the right purpose

What do you feel ……. ?