Vitality Health Enterprises, a medium-sized firm that manufactures health and individual care items, has encountered six straight quarters of strong income development. James Hoffman, the new Senior Vice President of Human Resources, fears that the chain of achievement is moving the organization's concentration far from powerful execution administration. As of late, Vitality has been confronted with expanding turnover among the organization's talented research scientists that might be because of an execution administration framework that leaves top performing representatives insulted by the practice of uniform appraisals. With an end goal to hold top representatives, the organization institutes a constrained distribution model of execution rankings, moving from a flat out positioning framework to a relative one. Hoffman and his execution administration assessment group must assess the practical and strategic effectiveness of the new system and present their discoveries and proposals to the Board.
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