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The article discusses the drawbacks of bell curve method of performance appraisal, the views of Indian HR professionals and academicians regarding it as well as the ways to overcome such drawbacks. |
A pulp-making unit hired 40 engineers from prestigious institutions, as management trainees who were toppers in their respective branches and institutions.
The management of the plant adopted a freakish policy with regard to performance appraisal - 10 percent of all employees were to be rated below average. The management did not want all the employees to be ranked high, notwithstanding their excellent performance.
The axe fell on the trainees. The raters rated all the 40 trainees below average. Humiliated, these 40 put in their papers even before their training period expired.
The above bizarre case is the result of rank and yank method, which is the coolest thing in performance appraisal system these days. Under this method, employees are rated against one another on a subjective scale of 1 to 10. This concept of forced ranking, a tough minded approach, also entails that bottom dwellers get pushed out of the organization, if their relative positioning on the curve does not improve in the three consecutive years.
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* Contributed by -
Amit Madan,
B.Com.(H), MPM, SMIMA,
Bharati Vidyapeeth's Institute of Management & Research,
University of Pune, Pune.
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