take a stance for or against forced ranking. Support your response with examples of two pros and two cons that you must consider in your stance. Specify two legal considerations to which an organization may be susceptible if it were to implement forced ranking performance evaluation systems unfairly and inaccurately. Suggest the key corrective actions that an organization could take in order to rectify issues that arise from said unfair and inaccurate implementation. chapter notes below: Welcome to Performance Management. In this lesson, we will be discussing forced rankings: Pros, cons, and practices. Please go to the next slide. 2 Objectives Upon completion of this lesson, you will be able to: Evaluate the concept of a forced ranking performance evaluation system. Please go to the next slide. 3 Supporting Topics Specifically, we will discuss the following topics: Pros and cons of a forced rating system; Legal considerations of a forced rating system; and, Implementing a forced rating system Please go to the next slide. 4 Definitions It appears forced ranking usage is infrequent among organizations, according to a 2005 survey conducted by the Society for Human Resource Management. Of the 330 respondents, only 43 indicated their organization used a force ranking system, and only two indicated that their organization’s forced ranking approach resulted in terminations. So, what are we talking about when we say forced ranking systems? A forced ranking system, also known as a relative rating, specifies a percentage of employees being evaluated must receive the highest and lowest ratings. Jack Welch, the former CEO to General Electric, is well known for his forced ranking system known as the Vitality Model. His model specified that all managers are to rank their employees based on a twenty-seventy-ten percentage scale, whereas the bottom ten percent are classified as nonperformers and are typically terminated from their position. The absolute ranking system is based on the same principle, but has a different flavor. Absolute systems involve making judgments about people in relation to descriptions of job-related behaviors or traits, or both. Under these systems, all individual are independently assessed against the same standards, instead of against one another. Examples of absolute systems include behaviorally anchored rating scales and weighted checklists. Please go to the next slide. 5 Fairness and Accuracy Are forced rating systems fair? This is a question of value. Let’s look at the pros and cons of forced ranking systems. After our discussion, you can decide if they appear fair to you. Advocates for forced ranking systems argue that the process combats the problem of artificially inflated ratings. Before Ford Motor Company piloted a forced ranking system, 98 percent of all managers in the company were evaluated at the top of.