{"id":2427,"date":"2011-07-12T07:58:53","date_gmt":"2011-07-12T07:58:53","guid":{"rendered":"http:\/\/www.yourhrworld.com\/formats\/?p=2427"},"modified":"2011-07-12T07:58:53","modified_gmt":"2011-07-12T07:58:53","slug":"forced-ranking-forced-distribution","status":"publish","type":"post","link":"https:\/\/www.yourhrworld.com\/formats\/compensation-and-benefits\/forced-ranking-forced-distribution\/","title":{"rendered":"Forced Ranking (Forced Distribution)"},"content":{"rendered":"<p><strong>Forced ranking method in performance appraisal<\/strong><\/p><div class=\"69eb924294c115e6505da44099e8df92\" data-index=\"1\" style=\"float: none; margin:10px 0 10px 0; text-align:center;\">\n<script type=\"text\/javascript\"><!--\r\ngoogle_ad_client = \"pub-0867779017855679\";\r\n\/* 300x250, created 4\/20\/11 *\/\r\ngoogle_ad_slot = \"1035864135\";\r\ngoogle_ad_width = 300;\r\ngoogle_ad_height = 250;\r\n\/\/-->\r\n<\/script>\r\n<script type=\"text\/javascript\"\r\nsrc=\"http:\/\/pagead2.googlesyndication.com\/pagead\/show_ads.js\">\r\n<\/script>\n<\/div>\n\n<h4>1. Definition of forced ranking (forced distribution)<\/h4>\n<p>Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution.<\/p>\n<p>For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.<\/p>\n<p>The top-ranked employees are considered \u201chigh-potential\u201d employees and are often targeted for a more rapid career and leadership development programs.<\/p>\n<p>In contrast, those ranked at the bottom are denied bonuses and pay increases. They may be given a probationary period to improve their performance.<\/p>\n<h4>2. Application of Forced Ranking<\/h4>\n<p>GE, Ford Motor, Conoco, Sun Microsystems, Cisco Systems, EDS, Enron and a host of other U.S. corporations have adopted similar policies of this method<\/p>\n<h4>3. Advantages and disadvantages of forced Ranking<\/h4>\n<p><strong>Advantages:<\/strong><\/p>\n<p>\u2022 They force reluctant managers to make difficult decisions and identify the most and least talented members of the work group.<br \/>\n\u2022 They create and sustain a high performance culture in which the workforce continuously improves.<\/p>\n<p><strong>Disadvantages<\/strong><\/p>\n<p>\u2022 They increase unhealthy cut-throat competitiveness;<br \/>\n\u2022 They discourage collaboration and teamwork;<br \/>\n\u2022 They harm morale;<br \/>\n\u2022 They are legally suspect giving rise to age discrimination cases.<\/p>\n<p><strong><a href=\"https:\/\/www.yourhrworld.com\/formats\/wp-content\/uploads\/2011\/07\/Forced-Ranking-Forced-Distribution.doc\">Click Here To Download Forced Ranking (Forced Distribution)<\/a><\/strong><\/p>\n\n<div style=\"font-size: 0px; height: 0px; line-height: 0px; margin: 0; padding: 0; clear: both;\"><\/div>","protected":false},"excerpt":{"rendered":"<p>Forced ranking method in performance appraisal 1. Definition of forced ranking (forced distribution) Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution. For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom. The top-ranked employees are considered \u201chigh-potential\u201d employees and are often targeted for a more rapid career and leadership development programs. In contrast, those ranked at the bottom are denied bonuses and pay increases. They may be given a probationary period to improve their<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[514,589,579],"tags":[],"class_list":["post-2427","post","type-post","status-publish","format-standard","hentry","category-compensation-and-benefits","category-performance-appraisal-methods","category-performance-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Forced Ranking (Forced Distribution) - HR Letter Formats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.yourhrworld.com\/formats\/compensation-and-benefits\/forced-ranking-forced-distribution\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Forced Ranking (Forced Distribution) - HR Letter Formats\" \/>\n<meta property=\"og:description\" content=\"Forced ranking method in performance appraisal 1. Definition of forced ranking (forced distribution) Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution. For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom. The top-ranked employees are considered \u201chigh-potential\u201d employees and are often targeted for a more rapid career and leadership development programs. In contrast, those ranked at the bottom are denied bonuses and pay increases. 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