[EvertonDiehard]

Many HR depts still indulge in this rigid ranking system, which forces the appraiser to classify his subordinates into 3 categories: excellent, average and poor performers. The assumption is that most staff will fit neatly into the mid-range. The manager is required to satisfy the distribution pattern by placing a smaller number of staff in the top of the curve and a few unfortunate individuals - who are not underperforming - at the bottom. Employers believe that the bell curve makes it easier for HR to reward top performers, spur those in the average range to try harder and identify the weak. However, personnel under this system inevitably end up as digits to be given fixed grades to fill the requirements of the curve.

[red3]

It's a ring of seats ... With favours and colours ...