The Research Of Objective Criteria To Reduce The Negative Impact Of Forced Distribution Rating Systems

With the rapid social and economic development, the forced distribution ratingsystems as a performance appraisal method, increasingly fa vored by large and mediumenterprises at home and abroad. But how to reduce some of the negative impact of theforced distribution rating systems, and how to make it more scientific and effective forenterprises development become a difficult problem. In this study, it uses thecombination of theoretical and empirical methods to analyze the forced distributionrating systems unique role of enterprises and some essential problems enterprises facedin the use of the forced distribution rating systems. This article uses empirical methods toexplore the role of objective criteria to reduce the negative impact of the forceddistribution rating systems, and provide preliminary recommendations for enterprises tobetter use force distribution rating systems.This study consists of five parts. The first part is an introduction, including the issuesraised, the meaning and innovation, the purpose and content, the structural arrangementsand technology roadmap. The second part is a literature review, including the concept offorced distribution rating systems, the application of forced distribution rating systems, thetheoretical basis, effects and prolems. The third part is the experimental design, includingidea of research, assuming, experimental content, the design of questionnaire and researchtools. The fourth part is data analysis and hypothesis testing, first described the process ofpreliminary experiment, data analysis and hypothesis testing, and then described thedetailed process of formal experiment, data analysis and hypothesis testing. Verifiedassumptions are:(1) in the case of application of objective criteria, compared to subjectivecriteria, employees will feel more fairness of the performance appraisal of forceddistribution rating systems.(2) in the case of application of objective criteria, compared tosubjective criteria, employees will feel more satisfied of the performance appraisal offorced distribution rating systems.(3) in the case of application of objective criteria,compared to subjective criteria, employees will be more likely to attribute the result offorced distribution rating systems to their own. The fifth part is the study conclusion andoutlook, including the main conclusions of this study, theorietical contributions,inadequate research and future directions.