Each comparative system performance appraisal practice leads to a natural distribution of performance ratings rather than a predetermined distribution.

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Some,but not all,comparison methods lead to a natural distribution of performance ratings.In a forced distribution method,raters assigns employees to groups that represent the entire range of performance.For example,three categories that might be used are best performers,moderate performers,and poor performers.A forced distribution approach requires that a rater place a specific number of employees into each of the performance groups.

Each Comparative System Performance Appraisal Practice Leads to a Natural