Performance Based Appraisal System in Pharmaceutical Industry
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Performance Based Appraisal System in Pharmaceutical Industry

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Performance Based Appraisal System in Pharmaceutical Industry Performance Based Appraisal System in Pharmaceutical Industry Presentation Transcript

  • A Seminar On Performance Based Appraisal System in Pharmaceutical Industry Presented by: Guided by : Mr. Akshay S. Jirage Dr. S. A. Payghan (M. Pharm SEM-II ) (Assistant Professor) Department of Department of Pharmaceutics Pharmaceutics Supervised by: Dr. J. I. Disouza (Principal) Department of PharmaceuticsTatyasaheb Kore College of Pharmacy, Warananagar
  • Content- Introduction to AppraisalWhy Appraise Performance? ProcessClassification StandardsPerformance ManagementUses The Appraisal Period RatingsSample formsReferences5/4/2013 T.K.C.P, warananagar. 1/22
  • Performance Appraisal Defined….System of review and evaluation of job performance in Industry.Assesses accomplishments and evolvesplans for Pharmaceutical development. 5/4/2013 T.K.C.P, warananagar. 2/22
  • Basic Concepts in Performance Management and Appraisal Comparing Performance Appraisal and Performance ManagementPerformance Appraisal: Performance Setting work standards, Management:assessing performance, and An integrated approach to providing feedback to ensuring that an employee’s employees to motivate, performance supports and correct, and continue their contributes to the performance. organization’s strategic aims.5/4/2013 T.K.C.P, warananagar. 3/22
  • 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 performance Determine training needs5/4/2013 T.K.C.P, warananagar. 4/22
  • The Appraisal Process:-Performance Appraisal is the periodic evalutaion of an employees job performance. The evaluation of an employee’s current and past performance relative to performance standards Employees are judged in three ways;What they achieve (Results and outcomes)What they do (Behavior and actions)What they are (Knowledge, skills and abilities) 5/4/2013 T.K.C.P, warananagar. 5/22
  • 6/225/4/2013 T.K.C.P, warananagar.
  • ClassificationPerformance Appraisal methods can be broadly classified as :- • Measuring Traits • Behaviors • Results5/4/2013 T.K.C.P, warananagar. 7/22
  • 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 5/4/2013 T.K.C.P, warananagar. 8/22
  • Most Commonly Used Appraisal Methods 10% 0% 32% MBO Graphic rating Essay34% Other 24% BehavioralSociety for Human Resource Management reportsabout 89% of surveyed managers use performanceappraisal for all their employees 5/4/2013 T.K.C.P, warananagar. 9/22
  • Performance Appraisal StandardsPerformance Apprasisals standards can bequantitative or qualitativeAn appraisal involves:Setting work standards - Specific - Measurable - Agreed - Realistic - TimelyAssessing actual performance vs. these standardsProviding feedback to the employee 5/4/2013 T.K.C.P, warananagar. 10/22
  • Performance Management .Process that significantly determines howorganization performs.Managers and employees work togetherto set expectations, review results andreward performance.Platform for assessing individual and teamperformance. 5/4/2013 T.K.C.P, warananagar. 11/22
  • 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 potential5/4/2013 T.K.C.P, warananagar. 12/22
  • Responsibility for Appraisal  Immediate supervisor  Subordinates  Peers  Self-appraisal  Customer appraisal5/4/2013 T.K.C.P, warananagar. 13/22
  • Conflicting Uses for Performance Appraisal5/4/2013 T.K.C.P, warananagar. 14/22
  • Effective Appraisal System  Job-relatedcriteria  Performance expectations  Standardization  Trained appraisers  Continuous open communication  Performance reviews5/4/2013 T.K.C.P, warananagar. 15/22
  •  The Appraisal Period Prepared at specific intervals Usually annually or semiannually Period may begin with employee’s date of hire All employees may be evaluated at same time 5/4/2013 T.K.C.P, warananagar. 16/22
  • Ratings Ratings in the terms are to be awarded tothe individual, by his immediate superiorand the departmental head in the specificcolumns. The points are given as: OUTSTANDING (OS) COMMENDABLE (CO) MEET EXPECTATIONS (ME) NEEDS IMPROVEMENT (NI) UNSATISFACTORY(US)5/4/2013 T.K.C.P, warananagar. 17/22
  • How to Avoid Appraisal Problems Learn and understand the problems Use the right appraisal tool Train supervisors Conduct consistent policy, procedures and performance standards Reduce outside factors: time constraints, union pressures & turnover Keep a diary of critical incidents5/4/2013 T.K.C.P, warananagar. 18/22
  • Preparing Managers to Deliver Performance Information• Procedure and timing• Performance criteria• Rating errors• Delivering feedback• Compensation decisions• Training needs assessment5/4/2013 T.K.C.P, warananagar. 19/22
  • Hints for Delivering an Effective Performance Appraisal5/4/2013 T.K.C.P, warananagar. 20/22
  • Sample Performance rating form COMPARATIVE STUDY OF PERFORMANCE APPRAISAL IN PHARMACEUTICAL INDUSTRY. performance appraisal form Article in “Maharashtra Times”5/4/2013 T.K.C.P, warananagar. 21/22
  • References•Journal of Management and Sustainability PerformanceAppraisal Process of Pharmaceutical Companies in Bangladesh: ACase Study on GlaxoSmithKline Bangladesh Limited by Laila ZamanEast West University.•Adler N.J., International Dimensions of Organizational Behaviour,South Western College Publishing, 1997•comparative study of performance appraisal on two pharmaceuticalorganizations in madhya pradesh by Vikash Gupta1, Abhaya SwaroopOriental 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 ResourceManagement. West Publishing Co. N.Y.• http://performanceappraisalebooks.info 5/4/2013 22/22
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  • Thank You ….!5/4/2013 23/
  • Any Question ?….