The use of forced distribution methods to rate employees PDF

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The use of forced distribution methods to rate employees mid term final exam weekly assignment professor and doctor business ethics document...

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The use of forced distribution methods to rate employees?

Yash Rajput (2024863)

University Canada West

HRMT 622 (BON-SUMMER-10) Talent Management

Reena Alias 13th September 2021

Introduction Forced Distribution is also called a bell-curve rating. Managers categorize employees based on their performance, Needs Improvement, Meets Expectations, and Exceeds Expectations. When a company categorizes employees, it creates conflict between employees, affecting morale and creating unhealthy competition. [ CITATION mar \l 1033 ]. "Jack Welch, a former CEO of General Electric, brought the idea of forced distribution incorporates because he believes that the bottom 10% of the employees should be removed every year". [ CITATION Sus10 \l 1033 ] Basically, this approach promotes the cream of the crop and scrap out the least performers. Moreover, from the managers' shoes, this ranking system compares two employees and prepares a list from top to bottom performer, which helps then evaluate how the employee is performing in relation to their peers. Do you agree with using forced distribution methods to rate employees?

Advantages More productivity: When low performers are eliminated, the opportunity is created for junior staff to perform and rank up, which increases productivity. Top Performers: This approach puts the limelight on the top performers in the team; it also gives recognition to the employee, which helps stay with the organization. Disadvantages Perform or quit: If the employee does not perform better than others, the risk of getting fired will rise. Stress: The stress to perform will increase and put pressure on the employee, harming productivity. No talent recognition: As the company will focus more on the employee's performance, less time will be given to upscale talents. [ CITATION Jay19 \l 1033 ] Because of the reasons mentioned above and more disadvantages than advantages, I am against the approach of forced Distribution. It is very unfair as an employee to be rated just on performance, there can be other nonteam-related activities which should be considered, or it can also be that the employee is helping colleagues in the process, which will not be counted in his performance but the effort is already put in. 360-degree feedback What is 360-degree feedback? 360-degree feedback is a survey provided by not only the manager but also peers and anyone else working for him or with him. The manager collates all the feedbacks received

from different people to create a perfect picture of the employee's overall performance and behavior. The main difference between 360 feedback and two-person appraisal is that the manager only relies on the impression they have of the employee and the employee's self-evaluatio in the two-person appraisal. There is no other input from a third person involved in this. On the other hand, 360 is open for feedback from all. If the company wants to promote 360 feedback, they can give quarterly points to each employee, which they can use to appraise another employee. These points can be redeemed as gift vouchers. This activity will encourage the employees to give more feedback.[ CITATION pri16 \l 1033 ] References Introduction https://marketbusinessnews.com/financial-glossary/forced-distribution/ Jack Welch belief https://www.researchgate.net/publication/247920254_Forced_distribution_perform ance_evaluation_systems_Advantages_disadvantages_and_keys_to_implementation Advantages and Disadvantages https://smallbusiness.chron.com/advantages-disadvantages-employee-rankingtools-22523.html 360 feedback https://primalogik.com/blog/whats-the-difference-between-360-degree-feedbackand-an-appraisal/...