For teaching purposes, this is the case-only version of the HBR case study. The commentary-only version is reprint R1107Z. The complete case study and commentary is reprint R1107R. How do you reduce headcount when almost everyone gets the same scores on performance reviews? HR vice president Nils Ekdahl confronts that question at Circale Corporation, a fictional electronic-components distributor that has just completed a series of acquisitions. Ekdahl wants to make the personnel cuts objectively, but the company's new performance-review system yields disappointing results: On a five-point scale, virtually every employee gets a 4 or 5 on each dimension. So Ekdahl instructs managers to redo the evaluations, tells them they're not allowed to give just 4s and 5s, and requires an average score of 3 across each manager's direct reports. This time the scores indeed average 3, but they are nearly all 3s. Grade compression at the top of the scale has merely shifted to the middle. Should Ekdahl initiate yet another round of performance reviews or make do with the data he has? The authors of this fictionalized case are Brian J. Hall and Andrew Wasynczuk, both of Harvard Business School. Expert commentary comes from John Berisford, currently of The McGraw-Hill Companies and formerly of Pepsi Beverages, and from Stephen P. Kaufman, currently of Harvard Business School and formerly of Arrow Electronics (the company whose performance-review system was the seed for this case). HBR's readers also weigh in.

【書誌情報】

ページ数：4ページ

サイズ：A4

商品番号：HBSP-R1107X

発行日：2011/7/1

登録日：2011/7/29