1. From your experience or observation, how do (or don’t) McDonald’s frontline employees demonstrate the outcomes of the TMS? What behaviours might be used to evaluate effectiveness? 2. Is the weighted performance bell curve (Forced distribution bell curve) a useful instrument for categorising and rewarding employee performance? Why or why not? 3. Discuss the limitations you can see in McDonald’s Talent Management System? Which stakeholders would it impact? How could it be managed?
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