Evaluation Processes Case Study What type of evaluation process would you say is being used in this case? Explain this evaluation process.What effect, if a

Evaluation Processes Case Study What type of evaluation process would you say is being used in this case? Explain this evaluation process.What effect, if any, do you believe rank and yank evaluations have on managers? Do you see these effects as positive or negative? Defend your position.What role does such a system have in distorting performance appraisals?Write your suggestions/opinions to create better performance appraisal system in the Organization. Case Study
Imagine you’re the VP of Human resources for a Fortunate 100 company. You’ve spent your entire
career attempting to enhance the workplace for employees to support their productive work in the
organization. While you understand that bottom-line decisions often dominate many of the matters
you have to address. You have worked hard to ensure that the employees were treated with respect
and dignity in all interactions that affected them. You aligned the hiring process to serve the
strategic needs of the organization, as well as implemented an effective performance management
system. You truly believe in the progress you’ve made in helping the organization achieve its
goals. You simply couldn’t imagine doing things differently. However, concern that the
performance management process is becoming less effective because managers are inflating
employee ratings has led 15 percent of all large organizations to adjust their performance
management to what is frequently called “rank and yank”. Under such a system, managers are
evaluated as 1, 2, 3 or 4, with 1 being the highest rating and 4 the lowest. In many cases, managers
are required to give a 4 rating to the lowest 10 percent of employees each year. Those individuals
receiving a rating of 4 for two consecutive years are often let go from the organization.
The intent behind this system is that the throughout the two year process, evaluators are to meet
frequently with the four employees, counsel them and provide necessary development
opportunities. Employees in organizations that employ such a performance management system
often view this process unbearable. They view the performance management process as punitive,
one in which the organization is attempting to rid itself of higher-paid older workers. In at least
one case, Ford Motor Company employees have filed a lawsuit to stop this practice—and prevailed
.Ford removed the punitive nature of its evaluation system—and focused it more on counselling
and performance improvement of the lowest-rated employees rather than elimination from the

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