The Pitfalls of the Bell Curve in Performance Management
DOI:
https://doi.org/10.55578/hrdm.2507.004Keywords:
Bell Curve, Performance Management, Forced Ranking, Employee Appraisal, Workplace Equity, Organisational Bias, Collaboration, Evaluation FairnessAbstract
This conceptual paper critiques the continued use of the bell curve model in performance management, arguing that its forced distribution approach misrepresents actual employee contributions, especially in high-performing, knowledge-based, and dynamic work environments. Drawing on systems and equity theory, the paper highlights how this model overlooks contextual, collaborative, and developmental aspects of performance, reinforcing bias and undermining fairness, engagement, and morale. A thematic review of literature and case studies reveals persistent issues, including distorted team dynamics and misalignment with complex job roles. In response, the paper advocates for a shift toward adaptive, inclusive, and feedback-oriented appraisal systems that prioritise growth, equity, and contextual relevance. By framing performance management as a developmental tool rather than a compliance mechanism, the study advances Human Resource Development (HRD) literature by emphasising its implications for workplace learning, coaching, mentoring, diversity training, and continuous development. This reorientation positions HRD as central to creating sustainable, equitable, and performance-enhancing organisational culture.
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Data Availability Statement
The data used in this study were derived from secondary sources compiled through a comprehensive literature review. All data are publicly available and have been appropriately cited in the manuscript.
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Copyright (c) 2025 Michael Mncedisi Willie (Author)
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