By na - What really happens when managers sit down to rate employees against each other. An article that makes a positive case for force ranking of employees. We don't buy it. (Added: 28-Jul-2005 Hits: 356 )

By Ellis et al - In addition to the employee relations, risks are the potential legal ramifications. Indeed, Ford, Microsoft and Conoco have felt the legal pain from ranking processes gone awry, while others, such as Capital One, have just recently entered legal battles over forced ranking. In these class action lawsuits, employees have alleged that the forced ranking methods used in their organizations had a disparate impact upon particular groups of employees. These employees have not been limited to the protected classes that typically file employee discrimination cases. (Added: 28-Dec-2004 Hits: 434 )

By MERIDITH LEVINSON - Bad employees drain your IT organization and the company. Forced ranking can help you get tough-but at what cost? (Added: 28-Jul-2005 Hits: 484 )

By Patty Davis - When an effective performance management system is combined with a compensation management process, the results can be the same as those sought in a forced distribution system, but without the negative effects. Instead of looking for a crutch, organisations need to set clear expectations and hold managers accountable for achieving them in addition to tracking performance and providing coaching and honest feedback. By doing so, the organisation's human resources management processes will have integrity. After all, wasn't that the objective all the time? (Added: 28-Jul-2005 Hits: 224 )

By Mindsolve - The increasing use of Forced Ranking in performance appraisals puts this practice on a collision course between management and employees. Management%u2019s strategic view values the rigor and accuracy that Forced Ranking brings to performance management, and the resultant honing of the organization%u2019s employee performance. Employees, however, often view the process as onerous and threatening, and resist its imposition, sometimes to the extent of litigation. Discussion of the process, but be aware that the authoring company sells software to assist in the process. (Added: 28-Jul-2005 Hits: 165 )

By na - In recent years some industrial leaders and major corporations have advocated a system of "forced ranking and elimination" of an arbitrary percentage (often 10%) of the lowest performing employees every year. Not all organizational experts agree that this is an effective system. Some believe that it can lead to an attitude of fear, unwillingness to make mistakes, and to stifled creativity. Here are some of the counter-arguments to forced ranking, summarized from an article by Edward E. Lawler III in 'strategy business.' (Added: 28-Dec-2004 Hits: 355 )