Reference no: EM131454173

In the forced distribution model, employees are ranked such that supervisors are forced to separate them into categories of performance. This eliminates the common rater error of "central tendency." Some organizations use three categories: employees with high potential, steady performers who meet employer expectations, and employees who must improve their performance to be retained. In this discussion, consider the use of a forced distribution approach to performance appraisals.

For this discussion activity, respond to the following:

• Would you consider a forced distribution model of performance management to be an effective tool for managing talent in an organization? Explain why or why not.
• Consider your own organization. If the goal is to make supervisors differentiate between employees when rating performance, what other options might work better? Explain why and justify your claims. Support your response with an example.

When responding to others, discuss your observations on the strengths and limitations of alternative methods that might work in the context they describe.