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PB 501 Human Resources Management

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Fran Siskah Doremon
Fran Siskah Doremon

Forced distribution is a comparative performance appraisal method where raters must distribute employee ratings according to a predetermined distribution, typically ranking a certain percentage of employees as top performers, average performers, and low performers. It aims to reduce rater bias by forcing ratings to fit the distribution. However, it can negatively impact employee morale and productivity if high performing employees feel unfairly ranked lower, potentially leading to absenteeism and reluctance to work.

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Chapter 6: Performance Appraisal Method of Performance Appraisal Comparative Approach Forced Distribution Name: Matrix Number: FRAN SISKAH YOHANES 07DPM10F1065 OW CHEE WEI 07DPM10F1052 ABDUL MUNIR BIN JAPRIN 07DPM10F1057
Definition: Forced distribution is a form of comparative evaluation in which an evaluator rates subordinates according to a specified distribution.
Example: Manager who is told that he/she must rate subordinates according to the following distribution:
Example (continued) In a group of 20 employees, manager will distribute their employees as the following:
Advantages: This method tends to eliminate raters bias. By forcing the distribution according to pre-determined percentages, the problem of making use of different raters with different scales is avoided.
Limitations: Is difficult to using this method in salary administration, however, is that it may lead low morale, low productivity and high absenteeism. Employees who feel that they are productive, but find themselves in lower grade feel frustrated and exhibit over a period of time reluctance to work.
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PB 501 Human Resources Management

  • 1. Chapter 6: Performance Appraisal Method of Performance Appraisal Comparative Approach Forced Distribution Name: Matrix Number: FRAN SISKAH YOHANES 07DPM10F1065 OW CHEE WEI 07DPM10F1052 ABDUL MUNIR BIN JAPRIN 07DPM10F1057
  • 2. Definition: Forced distribution is a form of comparative evaluation in which an evaluator rates subordinates according to a specified distribution.
  • 3. Example: Manager who is told that he/she must rate subordinates according to the following distribution:
  • 4. Example (continued) In a group of 20 employees, manager will distribute their employees as the following:
  • 5. Advantages: This method tends to eliminate raters bias. By forcing the distribution according to pre-determined percentages, the problem of making use of different raters with different scales is avoided.
  • 6. Limitations: Is difficult to using this method in salary administration, however, is that it may lead low morale, low productivity and high absenteeism. Employees who feel that they are productive, but find themselves in lower grade feel frustrated and exhibit over a period of time reluctance to work.