Is Normalization of Employee Score Force Fitting in the Bell Curve?

No. Normalization is not about force-fitting scores into a bell curve. It is a method used to adjust for differences in how managers evaluate employees, ensuring a fair and consistent grading process. The process takes into account the difficulty of assignments and the variability in appraisal styles to maintain objectivity.

Is it applicable even for small organizations?

Yes, normalization is relevant for organizations of all sizes. Raw scores alone may not accurately reflect employee performance due to differences in roles, responsibilities, and job functions. Combined with varying assignment complexities and appraisal styles, normalization ensures that performance scores are comparable and fair across employees.

Why is Normalization tied to performance reviews?

Normalization helps organizations maintain fair and consistent performance ratings, which are essential for calculating budgets for variable pay or incentives. By analyzing performance review scores by Location, Department, and Appraiser, organizations can identify variances in evaluation patterns.

This analysis enables the standardization of scores, considering each employee’s KRAs/KPIs and assignment difficulty. The result is transparent, unbiased, and objective performance ratings.

Would it be a better idea to create a common platform and scale for comparing the performance of employees?

In theory, a common platform sounds ideal, but it is not practical. Employees have diverse roles, and departments have different goals and objectives. Comparing everyone on a single scale could lead to inaccurate results and biased assessments. Normalization ensures fairness while respecting these differences.