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08-12-2014 08:53 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Actually, most of these quotas are filled by people who resign. Unless maybe the turnover rate is so low that it's not even 3 - 5%(which is unlikely).
Unfortunately the bell curve excludes those who left the company through the year. Only those who are still around for the annual performance review are included.
07-12-2014 11:54 AM
Unregistered
Quote:
Originally Posted by Smart888 View Post
All of you still did not get it.

This system by default sentences 3% to 5% of the employees to the lowest grade with no increment and performance bonus. Yearly 5% D grader, as years go by, more employees will get no increment. This is demoralising and make no sense at all. I only agree that better performance should get more recognition, the rest should get increment too due to inflation , especially those lower and middle income group.
Actually, most of these quotas are filled by people who resign. Unless maybe the turnover rate is so low that it's not even 3 - 5%(which is unlikely).
07-12-2014 09:08 AM
Unregistered
Quote:
Originally Posted by Smart888 View Post
All of you still did not get it.

This system by default sentences 3% to 5% of the employees to the lowest grade with no increment and performance bonus. Yearly 5% D grader, as years go by, more employees will get no increment. This is demoralising and make no sense at all. I only agree that better performance should get more recognition, the rest should get increment too due to inflation , especially those lower and middle income group.
No. People should not get an increment or a reward just because they are in lower or middle income groups. This is a salary. A salary is to reward for your work, your productivity. A salary is not given based on your NEEDS. It is given based on your WORK.

Yes, we should help the lower income group. But not by throwing free money at them. That does not work.

What works is subsidising their children's education. Encouraging and subsidising the adult's upgrading and continual education so that they can have more skills and hence bargain for a higher salary also works. What works is giving these people the means and opprtunities to better themselves. Not just giving money to them.
06-12-2014 11:45 PM
Unregistered broken idea of fairness... fairness does not mean everyone get the same reward. fairness means the better and deserving one get more reward and those that are at the bottom get little or nothing. if u think u r stuck in a role that dosnt let u perform, then change ur job.... if u can't, it jus means u lost the competition in finding a job with prospect.. complaining that the consolation prize is not attractive enough wont change anything.
06-12-2014 01:38 AM
Unregistered
Quote:
Originally Posted by Smart888 View Post
If I am the boss, I will give him one more chance and will sack him if he still can't perform the following year.

Again, it depend on the job scope, u can't expect a clerk to bring in profit as this should be from the sales and marketing department.
yes, I still don't see why the clerk deserve a raise. sales guy should be doing their primary job, bringing in cash flows and sustain the growth. commissions r just an incentive to perform.
05-12-2014 11:59 PM
Unregistered
It doesn't work that way

Quote:
Originally Posted by Smart888 View Post
All of you still did not get it.

This system by default sentences 3% to 5% of the employees to the lowest grade with no increment and performance bonus. Yearly 5% D grader, as years go by, more employees will get no increment. This is demoralising and make no sense at all. I only agree that better performance should get more recognition, the rest should get increment too due to inflation , especially those lower and middle income group.
This article says it best. The reality is that companies don't look at inflation as a valid rationale for giving increments. It is based on the company's financial performance (ie profitability, forecast of future profitability, ensuring sufficient cash flow for investments, acquisitions, share buyback etc) and the cost of labour in that market.

Why Inflation Doesn’t Matter When Calculating Salary Increases

s://.linkedin.com/today/post/article/20141202233944-2472269-why-inflation-doesn-t-matter-when-calculating-salary-increases
05-12-2014 09:58 AM
Unregistered
Quote:
Originally Posted by Smart888 View Post
All of you still did not get it.

This system by default sentences 3% to 5% of the employees to the lowest grade with no increment and performance bonus. Yearly 5% D grader, as years go by, more employees will get no increment. This is demoralising and make no sense at all. I only agree that better performance should get more recognition, the rest should get increment too due to inflation , especially those lower and middle income group.
You are conflating two issues: reward based on merit and the challenges faced by the lower income. At the risk of sounding harsh, if someone performs badly, why should she or he get any increment or performance bonus? Unless of course, everyone in the group is a top performer, in which case the bell curve could be unfair as it artificially forces someone to the bottom of the curve.
05-12-2014 09:08 AM
Smart888
Quote:
Originally Posted by Unregistered View Post
as an employer, this worker is not making any money for me. why should i give a raise? inflation cost my business expenses to increase as well. if every employee asks for a raise and eat into my profits, why should i take risks and provide services to the public?
If I am the boss, I will give him one more chance and will sack him if he still can't perform the following year.

Again, it depend on the job scope, u can't expect a clerk to bring in profit as this should be from the sales and marketing department.
05-12-2014 09:00 AM
Smart888
Quote:
Originally Posted by Unregistered View Post
I don't think there's anything wrong for the bell curved grading. The grading, or annual appraisal is used to evaluate the performance and inevitably will lead to a ranking from top performer to bottom. If the company use a very low threshold and everybody passes, then from the employer's perspective, they can obviously and most like will expect more achievement from the staff as a whole. So they'll raise the threshold and eventually some employee will fall short to that. It is the nature of capitalism.

However, while I think the grading follow a bell curve is reasonable, I think the bonus/increment difference can be designed better to really motivate all staff. And money shall not be the only result from each year's appraisal. Employees should be given chances to do things they're better at if they didn't perform in their current post. And another thing I'm not seeing being practiced but I think should be, is that for the first 1-2 years, the employee's appraisal should also be reflected in the appraisal of his/her supervisor and the management that hires him/her. This will motivate the management to really put in some effort training and supervising their staff.
All of you still did not get it.

This system by default sentences 3% to 5% of the employees to the lowest grade with no increment and performance bonus. Yearly 5% D grader, as years go by, more employees will get no increment. This is demoralising and make no sense at all. I only agree that better performance should get more recognition, the rest should get increment too due to inflation , especially those lower and middle income group.
04-12-2014 11:33 PM
Unregistered
Quote:
Originally Posted by Smart888 View Post
Currently , bell curve grading is used by statutory board for grading employees, not sure about other sector. This system implied that definitely certain percentage of the employees will fall in the lowest grade (no increment and performance bonus) and some will get the highest grade.

From my opinion, this bell curve system by default assumed that some employees will definitely cannot perform and trust me ,those who fall in the lowest grade will repeatedly get it again subsequently.


Let me quote an example, a job like a clerk, I assumed that he/she work from 9am and knocked off at 6pm sharp daily with just doing data entry. He/she is just doing her job and not doing something extra.With the bell curve grading, this employee will be awarding a low grade with no increment and performance bonus. Do you think this is fair ? This implies that every year she is getting a pay cut due to inflation if the salary stay stagnant.
That is a Chinese saying , 没功劳有苦劳.

What your view?
as an employer, this worker is not making any money for me. why should i give a raise? inflation cost my business expenses to increase as well. if every employee asks for a raise and eat into my profits, why should i take risks and provide services to the public?
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