Several firms have claimed to have dropped performance appraisals completely and focused entirely on performance management. Much of this reaction stems from the use of .

Full question:

Several firms have claimed to have dropped performance appraisals completely and focused entirely upon performance management. Much of this reaction stems from the use of the for appraising performance.

A. graphic rating scale

B. forced-distribution method

C. goal-based system

D. management-by-objectives system

Much of this reaction stems from the use of the forced-distribution method  for appraising performance.

Explanation:

The forced distribution process of performance appraisal is liable for implementing evaluations, the raters, are “fixed” to issue grades for the people being assessed into a “pre-specified” performance deal. It is a rating system that companies use to estimate their workers. Most generally, the workers befall into excellent, good or poor levels.

This process of performance management typically accepts the normal distribution curve to describe the performance distribution. This assures that a small fraction of the complete workforce is to be located at the extremes, which is the excellent performers and lesser performers.

i believe the correct answer is cost benefit analysis (cba). plz check first good

explanation: