Which performance appraisal method would be best for ensuring fair comparisons among employees?

The forced distribution method is effective in ensuring fair comparisons among employees because it requires evaluators to distribute ratings across a predetermined scale. This method typically categorizes employees into specific performance levels, such as top performers, average performers, and low performers, based on a bell curve. By using this approach, it mitigates the risk of leniency or favoritism in performance ratings, as it forces a comparison between employees and establishes a standard that must be applied consistently across the board.

Moreover, the forced distribution method encourages a more objective evaluation of employees because it necessitates differentiation in performance levels. This approach can be particularly useful in competitive environments where understanding the relative performance of individuals is important for development, rewards, or promotions.

This method's design aims to ensure that performance evaluations are not only based on personal traits or subjective opinions but are also aligned with overall workforce performance metrics. It provides a structured way to assess and compare employee performance impartially, fostering a clearer understanding of who excels and who may need improvement.