What does the forced distribution method for performance appraisal resemble?

The forced distribution method for performance appraisal closely resembles grading on a curve. This approach requires managers to categorize employees into predefined performance levels or tiers, often fixed percentages are assigned to each level (such as top performers, average performers, and low performers), similar to how grading on a curve allocates scores based on the distribution of performance within a group.

In this method, a certain percentage of employees must be classified in each category, establishing a distribution of performance levels across a team or organization. This can help to identify high and low performers, but it can also create challenges, such as forcing comparatives that may not accurately reflect individual employee contributions against set performance standards.

In contrast, the other options do not closely align with the structure of the forced distribution method. A normal performance scale indicates a continuous evaluation without fixed categories, comparative ranking suggests a straightforward ranking order rather than distribution, and continuous feedback emphasizes ongoing evaluations rather than formal categorization at specific intervals. Overall, the resemblance to grading on a curve highlights the method's focus on relative performance within a group context.