Hi John, that has to do with Performance Management which is different for every organization. I may create future video about it as it's a different and complicated topic
she didn't understand the question. I have the same question. Basically she's shown us how to do the easy part, create a chart, but skipped over the tricky part
Great job! Thank you. However why would the management decide to change the actual flow of appraisals to make their bell curve look like the expected? Please respond because that will help me as i am about to create bell curve for our appraisal reports
Well there could be many reasons, one reason is the affordability. We cannot pay everyone the same high performance rewards. Management can choose to pay all employees average rewards with smaller performance differentiation, or they can choose to pay only selected employees high rewards (and the rest low rewards) with high performance differentiation. It's a compensation philosophy question in terms of where you want to allocate your limited resources. Another reason is that managers tend to avoid making tough decisions/give low ratings, so the above average performer will almost always be greater than 50% if you don't have some kind of enforcement in place.
Great video how did you come up with the expected ratings?
You are very kind to share, thank you.
How to decide expexted percentage and how to calculate actual result based on your video.
Excellent video!
Very easy to follow and helpful! Thank you!
You're very welcome!
Thanks !
Thanks
How would you do quartiles?
the scatter option is not helping me create a bell like curve
Very Helpful. Thank you
I need to know how did you create the list, outstanding excellent and so on basically setting up the info for the chart
Hi John, that has to do with Performance Management which is different for every organization. I may create future video about it as it's a different and complicated topic
she didn't understand the question. I have the same question. Basically she's shown us how to do the easy part, create a chart, but skipped over the tricky part
how to insert the chart?
Great job! Thank you. However why would the management decide to change the actual flow of appraisals to make their bell curve look like the expected? Please respond because that will help me as i am about to create bell curve for our appraisal reports
Well there could be many reasons, one reason is the affordability. We cannot pay everyone the same high performance rewards. Management can choose to pay all employees average rewards with smaller performance differentiation, or they can choose to pay only selected employees high rewards (and the rest low rewards) with high performance differentiation. It's a compensation philosophy question in terms of where you want to allocate your limited resources. Another reason is that managers tend to avoid making tough decisions/give low ratings, so the above average performer will almost always be greater than 50% if you don't have some kind of enforcement in place.
THANK YOU SO MUCH OMGGGG!!!!
can u make a video on normalization of score in performance apprisal
SPOILER ALERT: If we add up 9+10+75+4+1=99% not 100% which you have mentioned in the Actual performance
There are roundings. The unrounded numbers shall add up to 100%