Research indicates that when self-appraisals are obtained on a "compared to others" basis, the leniency error is very strong. Using forced distributions in rating programs contributes to defensive behaviors and lowers job performance. More research should be conducted on the effects of appraisal on immediate motivation. (Author)

The basis for most problems with merit pay plans is that the great majority of employees believe their own job performance is above average. Even a well-administered merit pay plan cannot give positive feedback to this majority. The likely consequence is that the employee's self-esteem is threatened. Often one copes with such a threat by demeaning…

Suggests procedures and techniques for successful organizational human resources and career planning programs, featuring the human resource inventory and assessment center approach for personnel judged to have managerial potential. Includes a chart of the proposed career planning model for nonmanagement and lower-management personnel. (MF)