This case study explores the most popular approach of performance appraisal system, which is force distribution rating system. The case is based on a large-scale R&D center, which is using the “force distribution rating system” to be the performance appraisal approach. In this case, the "forced ranking" system has its advantage, but also has some problems. This case study begins with the evolution of the forced ranking system, and discusses the advantages and disadvantages of performance appraisal. It also specifically discusses the difference between "forced ranking" and "forced distribution". In addition, this case study also provide some of teaching discussions and exercises in many controversial parts of the performance appraisal system, such as how to reduce the problem of subjective bias, and how to evaluate the performance of the different functional colleagues.