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AMBER PHARMACEUTICALS<br />Sourabh , 10HM30 , Group 3<br />
THE CASE<br />Amber Pharma makes and markets effective drugs <br />But now , rival firms assisted by foreign collaborators...
THE CASE<br />But owing to absence of a formal performance appraisal / rewarding system , most employees , especially the ...
1. BASIC PROBLEM AT AMBER<br />No formal Appraisal / Reward System<br />Setting of  unrealistic targets thus making it dif...
2. CORRECTIVE MEASURES<br />Improve the appraisal system to identify hard working employees<br />Joint setting of targets ...
3A. DECIDING ON A SYSTEM OF APPRAISAL<br />Since there is problem in setting achievable targets , MBO may help .<br />Supe...
3B. MERIT , REWARDS , PROMOTIONS<br />Based on the 360 degree appraisal report for an employee , he could be promoted or g...
4. PRE - LAUNCH TRAINING<br />Employees may be given training on ‘ goal setting ‘ and SMART analysis .<br />Training emplo...
Amber pharma case
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Amber pharma case

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This presentation describes the situation at Amber Pharma which witnessed massive labour turnover owing to a poor performance appraisal system .

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Transcript of "Amber pharma case"

  1. 1. AMBER PHARMACEUTICALS<br />Sourabh , 10HM30 , Group 3<br />
  2. 2. THE CASE<br />Amber Pharma makes and markets effective drugs <br />But now , rival firms assisted by foreign collaborators are eating into the market share of Amber<br />So Mr Shah , VP Marketing pushed his marketing employees to their limits i.e. by setting aggressive targets <br />
  3. 3. THE CASE<br />But owing to absence of a formal performance appraisal / rewarding system , most employees , especially the good ones left the firm <br />Mr Shah , however believed that he could replace them with freshers , and ignored this turnover <br />So employees continued feeling ignored and unwanted and thus left the firm<br />
  4. 4. 1. BASIC PROBLEM AT AMBER<br />No formal Appraisal / Reward System<br />Setting of unrealistic targets thus making it difficult for even the best workers to be appraised positively<br />Indifferent attitude of the Marketing Manager towards this problem<br />
  5. 5. 2. CORRECTIVE MEASURES<br />Improve the appraisal system to identify hard working employees<br />Joint setting of targets with subordinates<br />Give these employees recognition<br />Link high performance to promotions or pay increases<br />Give timely and unbiased feedback to the employees<br />
  6. 6. 3A. DECIDING ON A SYSTEM OF APPRAISAL<br />Since there is problem in setting achievable targets , MBO may help .<br />Superior setting objectives / targets along with the subordinates .<br />360 degree appraisal to help employees assess themselves .<br />
  7. 7. 3B. MERIT , REWARDS , PROMOTIONS<br />Based on the 360 degree appraisal report for an employee , he could be promoted or given a raise in salary .<br />Competent employees could be given recognition , say , ‘Employee of the month ‘<br />
  8. 8. 4. PRE - LAUNCH TRAINING<br />Employees may be given training on ‘ goal setting ‘ and SMART analysis .<br />Training employees on writing performance reviews of their peers/subordinates/superiors as it is necessitated by 360 degree appraisal .<br />
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