1

Peer Learning Discussion – 9

Quang Le (2126836)

University Canada West

HRMT 622-02: Talent Management

Dr. Gifty Parker

March 14, 2023

 2

Answer to the question, “Do you agree with the use of forced distribution methods

to rate employees? Why or why not?”

Forced distribution methods are among the popular methods of personnel evaluation of

the comparative evaluation type. Although this method still has some limitations, it is pragmatic

and easy to standardize. Therefore, this method is still used, especially by small and medium

enterprises. I still support this approach being applied to businesses of the size mentioned above.

On the one hand, we need to find out how this method is implemented. Simply, the

evaluator will classify the evaluator into groups based on performance. Usually, the manager will

divide it into ten subordinates, which is represented as a bell curve. On the graph, we can see

three zones with the 20/70/10 rule. Out of which 20% are top performers, 70% of the staff are

rated as average performers, and the remaining 10% are weakest performers (Springworksblog,

2022). First of all, the typical limitation of this approach is that it provides little work-related

feedback (Schwind, 2019). Evaluation is usually done only one way by the direct manager. In

some cases, evaluators may rely on the emotional perceptions of employees and are susceptible

to bias. Second, people with low ratings are often vulnerable to shame. If the ranking does not go

hand in hand with employee development actions, it is to offer solutions to improve the

performance of the weakest performing group. This easily leads to stress at work, which reduces

performance even more. Third, this method can cause a negative work culture to spread.

Employees feel unconvinced in the evaluation due to the lack of transparency, which easily gives

rise to suspicion and fear (Springworksblog, 2022).

On the other hand, this method also has some advantages. Firstly, this method is easy to

implement, low cost and has quick results. Managers can immediately use the evaluation results

to use in reward decisions, training plans or employee promotion. Second, highly valued
 3

employees feel recognized, and they can be more motivated to work and maintain a positive

attitude at work. Third, employees in the undervalued group can also be directed to improve if

the company has a good employee development policy. These employees will not feel left out

and support the assessment.

In conclusion, the forced distribution method still has its advantages for businesses to

apply. If the company uses the evaluation results to have a good employee development

orientation, this method still brings certain benefits to the company.

Answer to the question, “How does this differ from the 360-degree feedback

method? Support your answer with external resources/articles.”

The "360-degree feedback" method involves receiving feedback from multiple

perspectives. The most significant difference between this method and the forced distribution

method is that the evaluation is conducted by management and a large number of other

individuals, including employees, coworkers, direct reports, and customers (Schwind, 2019). The

benefit of the multi-source feedback method is improved feedback from multiple sources,

reduced bias, and enhanced client service. Thus, more than 85 percent of Fortune 500 companies

currently employ this method (Schwind, 2019).

 4

References

Schwind, H. F., & Uggersley, K., & Wagar, T. H., & Fassina, N. (2019). Canadian Human

Resource Management. McGraw-Hill Ryerson Limited.

Springworksblog (2022). Is Employee Ranking Good or Bad?

https://www.springworks.in/blog/employee-ranking-system/