Hi all,
I would like to know the ranking system in pms? What is the meaning of Forced ranking? how does it work? what is the bell curve diagram in this mean?? how should the ranking be done. Departmentwise or designationwise??
Can anyone pl help me??? I need to give a presentation on this by Saturday... so pl all memebers i need your help.
:roll:
From India, Mumbai
2I would like to know the ranking system in pms? What is the meaning of Forced ranking? how does it work? what is the bell curve diagram in this mean?? how should the ranking be done. Departmentwise or designationwise??
Can anyone pl help me??? I need to give a presentation on this by Saturday... so pl all memebers i need your help.
:roll:
From India, Mumbai
Hi
Forced ranking system is the method of ranking all employees based on parameters defined for identifying outstanding performers amongst the group.
For instance if your HR department has five managers, after conducting the performance review of all, you may arrive at assessment reports. But this might not differentiate the best from the rest, who fall in the average performers list as assessment would employ normalization. You would deploy forced rankings amongst the equally performed employees to identify the best performer
in this case, say you have 1 best performer and 1 not perforing and rest of the 3 members are average perfromers. In the forced ranking method, the reporting manager will have to adjudge the ranking of empoyees based on their competencies and arrive at who is the best performer amongst them - the fundamental idea is identify the probable candidates for career and succession planning
Hope this would give some insight to you
Cheers
RB
From India, Madras
Forced ranking system is the method of ranking all employees based on parameters defined for identifying outstanding performers amongst the group.
For instance if your HR department has five managers, after conducting the performance review of all, you may arrive at assessment reports. But this might not differentiate the best from the rest, who fall in the average performers list as assessment would employ normalization. You would deploy forced rankings amongst the equally performed employees to identify the best performer
in this case, say you have 1 best performer and 1 not perforing and rest of the 3 members are average perfromers. In the forced ranking method, the reporting manager will have to adjudge the ranking of empoyees based on their competencies and arrive at who is the best performer amongst them - the fundamental idea is identify the probable candidates for career and succession planning
Hope this would give some insight to you
Cheers
RB
From India, Madras
Hi
RB has given a clear understanding of stack ranking. Cheers RB.
It is a method in which employees are divded into three groups based on their performance. The groups belong to top performers, average performers and under performers. This is divided in percentages.
0____________________20___________________________ ________________________________90____100
0-20 are the top performers (20%),
20-90 are the average performers (70%) and
90-100 are the under performers(10%). So this is also know 20 -70 -10 system.
Top performers are rewarded, average performers are trained on how to become top performers and under performers are either fired or put in an action plan as per the organizations rules.
Jack Welch from GE was the first proponent of Stack Ranking. Later it was followed by other companies but till today most of the authors of HR argues that this is not the right way to evaluate the performance as it affects the employee morale. If you want to know more about stack ranking in detail pls refer Michael Armstrong Handbook Of Performance Management.
From United Kingdom, Hemel Hempstead
RB has given a clear understanding of stack ranking. Cheers RB.
It is a method in which employees are divded into three groups based on their performance. The groups belong to top performers, average performers and under performers. This is divided in percentages.
0____________________20___________________________ ________________________________90____100
0-20 are the top performers (20%),
20-90 are the average performers (70%) and
90-100 are the under performers(10%). So this is also know 20 -70 -10 system.
Top performers are rewarded, average performers are trained on how to become top performers and under performers are either fired or put in an action plan as per the organizations rules.
Jack Welch from GE was the first proponent of Stack Ranking. Later it was followed by other companies but till today most of the authors of HR argues that this is not the right way to evaluate the performance as it affects the employee morale. If you want to know more about stack ranking in detail pls refer Michael Armstrong Handbook Of Performance Management.
From United Kingdom, Hemel Hempstead
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