performance based appraisal system in pharmaceutical industry

A Seminar On

Performance Based Appraisal System in Pharmaceutical Industry

Presented by: Mr. Akshay S. Jirage (M. Pharm SEM-II )

Department of Pharmaceutics

Guided by :Dr. S. A. Payghan

(Assistant Professor)Department of

Pharmaceutics

Supervised by: Dr. J. I. Disouza

(Principal)Department of Pharmaceutics

Tatyasaheb Kore College of Pharmacy, Warananagar

T.K.C.P, warananagar.

Content- Introduction to AppraisalWhy Appraise Performance? ProcessClassification StandardsPerformance Management Uses The Appraisal Period RatingsSample formsReferences5/4/2013 1/22

System of review and evaluation of job performance in Industry.

Assesses accomplishments and evolves plans for Pharmaceutical development.

Performance Appraisal Defined….

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Performance Appraisal:Setting work standards,

assessing performance, and providing feedback to

employees to motivate, correct, and continue their

performance.

Performance Management:

An integrated approach to ensuring that an employee’s performance supports and

contributes to the organization’s strategic aims.

ComparingPerformance

Appraisal and Performance Management

Basic Concepts in Performance

Management and Appraisal

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Why Appraise Performance?

Appraisals provide information for promotion and salary decisions

increase morale, improve communication

Is part of the career-planning process.Appraisals help manage and improve

your firm’s performanceDetermine training needs

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Performance Appraisal is the periodic evalutaion of an employees job performance. The evaluation of an employee’s current and past performance relative to performance standardsEmployees are judged in three ways;

The Appraisal Process:-

What they achieve (Results and outcomes)What they do (Behavior and actions)What they are (Knowledge, skills and abilities)

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Traditi

onal

Perform

ance

Appraisa

l

Proce

ss

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Classification

Performance Appraisal methods can be broadly classified as :-

• Measuring Traits• Behaviors• Results

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Cont…

Trait Method- It is a more popular system despite its inherent subjectivity

Behavioral Approach- It provides more action oriented information to employees & therefore may be best for development

Results-oriented Approach- Its gaining popularity because it focuses on the measurable contribution that employees make to the organization

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Most Commonly Used Appraisal Methods

32%

24%

34%

10% 0% MBOGraphic ratingEssayOtherBehavioral

Society for Human Resource Management reports about 89% of surveyed managers use performance appraisal for all their employees

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Performance Apprasisals standards can be quantitative or qualitativeAn appraisal involves:Setting work standards

- Specific- Measurable- Agreed- Realistic- Timely

Assessing actual performance vs. these standardsProviding feedback to the employee

Performance Appraisal Standards

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Performance Management .

Process that significantly determines how organization performs.

Managers and employees work together to set expectations, review results and reward performance.

Platform for assessing individual and team performance.

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Uses of Performance Appraisal

•Human resource planning•Recruitment and selection•Training and development•Career planning and development•Compensation programs•Internal employee relations•Assessment of employee potential

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Responsibility for Appraisal

Immediate supervisorSubordinatesPeersSelf-appraisalCustomer appraisal

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Conflicting Uses for Performance Appraisal

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Effective Appraisal System

Job-related criteriaPerformance expectationsStandardizationTrained appraisersContinuous open

communicationPerformance reviews

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The Appraisal Period

Prepared at specific intervalsUsually annually or semiannuallyPeriod may begin with

employee’s date of hireAll employees may be

evaluated at same time

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Ratings

Ratings in the terms are to be awarded to the individual, by his immediate superior and the departmental head in the specific columns. The points are given as:

● OUTSTANDING (OS) ● COMMENDABLE (CO) ● MEET EXPECTATIONS (ME) ● NEEDS IMPROVEMENT (NI) ● UNSATISFACTORY(US)

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How to Avoid Appraisal Problems

Learn and understand the problemsUse the right appraisal toolTrain supervisorsConduct consistent policy, procedures

and performance standardsReduce outside factors: time

constraints, union pressures & turnoverKeep a diary of critical incidents

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Preparing Managers to Deliver Performance Information

• Procedure and timing• Performance criteria• Rating errors• Delivering feedback• Compensation decisions• Training needs assessment

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Hints for Delivering an Effective Performance Appraisal

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Sample Performance rating form

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COMPARATIVE STUDY OF PERFORMANCE APPRAISAL IN PHARMACEUTICAL INDUSTRY

.performance appraisal form

T.K.C.P, warananagar.

Article in “Maharashtra Times”

5/4/2013 22/22

References•Journal of Management and Sustainability Performance Appraisal Process of Pharmaceutical Companies in Bangladesh: A Case Study on GlaxoSmithKline Bangladesh Limited by Laila Zaman East West University.

•Adler N.J., International Dimensions of Organizational Behaviour, South Western College Publishing, 1997

•comparative study of performance appraisal on two pharmaceutical organizations in madhya pradesh by Vikash Gupta1, Abhaya Swaroop Oriental College of Pharmacy, Bhopal, India.

• E. G. Gani (1995). Appraising the Performance Appraisal System. Journal of the Institute of Management Studies,Vol. 7, No. 1, Bombay.

• Schuler, Randall, S. (1981). Personnel and Human Resource Management. West Publishing Co. N.Y.• http://performanceappraisalebooks.info

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Thank You ….!

?Any Question ?….