FORCED DISTRIBUTION RATING SYSTEMS AND THE IMPROVEMENT OF WORKFORCE POTENTIAL: A BASELINE SIMULATION
通过模拟研究，探讨强制分布评级系统（每年解雇一定比例员工）如何与评级可靠性、选拔有效性、选拔比率和自愿离职率相互作用，从而提升平均劳动力绩效潜力。
Through simulation we investigate how characteristics of forced distribution rating systems (FDRS), which require firing a certain percentage of the workforce each year, might interact with ratings reliability, selection validity, selection ratio, and voluntary turnover to improve average workforce performance potential. Results suggest that a FDRS could lead to noticeable improvement in workforce potential, that most of the improvement should be expected to occur over the first several years, and that improvement is largely a function of the percentage of workers to be fired and the level of voluntary turnover. Greater improvement is associated with higher numbers being fired and lower levels of voluntary turnover. The effects of bundling FDRS with recruiting and retention initiatives are also investigated.