The most popular form of performance rating, the yearly review followed by the bell-curve rating method, has been used by companies ever since. “Traditionally, performance reviews have two prime objectives: administrative and developmental. This refers to the idea that often only the most recent behaviour or accomplishment of an employee will be remembered by his/her manager. Another problem is the negative impact of year-end ratings, traditionally seen with the bell curve, on employee morale. While retaining the year-end performance review system that is usually done between October and December, it also has a mid-year performance review in April and a separate potential review between January and March.

Source: Mint February 12, 2017 10:17 UTC