Another way that the company can use to compare the performance of employees is by using a forced distribution (Landy & Conte, 2010). I predict that the use of a forced distribution will increase customers’ satisfaction. We are examining a company that solely depends on the satisfaction of customers to achieve its goals. Since the operation of the company is a claims-processing center, it means that the company is good at developing a good relationship with customers. Second, forced distribution encourages competition. This makes employees improve their performance. In addition, the incentive policy, allows employees to get rewards for their performance. When employees perform better, customer satisfaction increases (Landy & Conte, 2010).

The clerical workers that will most strongly oppose the change are those who scored four or less. The low to average employees would be unhappy with the change since it would involve competition. Besides, the low to average performance would feel that they would be booted while outstanding performers are awarded.

In the beginning, I believe that supervisors will feel uncomfortable giving the new forced distribution strategy. They will feel uncomfortable since they were the once who gave the same score to every employee in the company. However, with time, they will get more comfortable with giving positive and negative reviews. Therefore, when supervisors get more comfortable with the changes proposed by the organization, they will help get the best out of employees and increase the customer satisfaction.

The deficiency that could occur with a forced distribution includes employees who mentor co-workers with tasks that they have been assigned. Contamination that could occur includes biasedness. The manager may have a bias for or against an employee.

The best HR strategy that this performance management system will align with is the committed expert. With this strategy, employees receive long-term training that helps them improve their skills (Landy & Conte, 2010). Similarly, the performance appraisal seeks to balance cooperation and competition among employees.

References

Cardy, R. L., & Leonard, B. (2011). Performance management: Concepts, skills, and exercises. ME Sharpe.

Landy, F. J., & Conte, J. M. (2010). Work in the 21st century: An introduction to industrial and organizational psychology. Malden, Mass: Wiley-Blackwell.

 
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