How ethical is it to compare two different departments just to normalize or to fit in forced ranking? What are the other scientific methods of appraisal except normalization?
From India, Calcutta
Acknowledge(0)
Amend(0)
1From India, Calcutta
Acknowledge(0)Amend(0)
Hi Debyani,
I would say it's not unethical to compare different departments, but I feel one department naturally depends on another department. So, either the Primary department, which is going to start the implementation, is given forced ranking, or the department which reaps the benefits of the implementation is given the forced ranking. In between, the transfer of work among several departments receives less recognition when compared to the scenarios mentioned above.
I guess I am not confused or confusing others; this is what I have observed in many industries to a large extent.
Regards,
srilatha
From India, Hyderabad
Acknowledge(0)Amend(0)
I would say it's not unethical to compare different departments, but I feel one department naturally depends on another department. So, either the Primary department, which is going to start the implementation, is given forced ranking, or the department which reaps the benefits of the implementation is given the forced ranking. In between, the transfer of work among several departments receives less recognition when compared to the scenarios mentioned above.
I guess I am not confused or confusing others; this is what I have observed in many industries to a large extent.
Regards,
srilatha
From India, Hyderabad
Acknowledge(0)Amend(0)
Different departments have to develop and implement different goals and strategies in order to meet the overall objective of the organization.
Marketing goals are different from Human Resource goals, which are different from production goals. While they may interact with each other toward the main objective, each department is unique. To "normalize" in order to establish a ranking system is to exert too much control and thereby inhibit innovation and creativity, to the detriment of the organization.
In my experience, I have found that when managers know and understand what is expected of their departments, they develop Critical Success Factors for the department, and specifically for each employee, which aligns with the objectives and goals of the organization. Instead of fencing in the employees, a visionary manager allows the employee to be "self-directed" within reasonable parameters.
PALADIN
PALADIN
From United States,
Acknowledge(0)Amend(0)
Marketing goals are different from Human Resource goals, which are different from production goals. While they may interact with each other toward the main objective, each department is unique. To "normalize" in order to establish a ranking system is to exert too much control and thereby inhibit innovation and creativity, to the detriment of the organization.
In my experience, I have found that when managers know and understand what is expected of their departments, they develop Critical Success Factors for the department, and specifically for each employee, which aligns with the objectives and goals of the organization. Instead of fencing in the employees, a visionary manager allows the employee to be "self-directed" within reasonable parameters.
PALADIN
PALADIN
From United States,
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Stuck with an HR fire? Get a verified answer before your next coffee. - Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Forced Ranking.pdf
Employee Appraisal Form new.doc