To measure the effectiveness of the existing Performance Appraisal system in

BY

MA10691

Company profile
MEDOPHARM was born in 1970 operations spanning over 60 countries worldwide Vision To use state-of-the-art technology to satisfy market needs and evolve with the times to stay competitive, adaptable and prompt. Mission Innovation, automation and R&D will be the nucleus of our future business endeavors. QUALITY - THE MAINSTAY OF OUR SUCCESS A strong player in the National Market GREEN POLICY : they see to that whatever they do doesn't affect the environment

Products

Med clor
Anti Allergic

Mpod

Analgesics,

Anti-Inflammatory

Canefo- d
Gemflox

Antipyretics

Medoxil

Ostocerin

Anti Asthmatics

Anthelmintics
cont.

 Anti Bacterials Anti Diabetics Anti Fungals

Anxiolytics / Sedatives / Hypnotics

Cardiovascular Drugs Central Nervous System Cerebral Activators Diuretic Gastro Intestinal System Steroids

Anti Diarrhoeals / Anti Protozoals Anti Malarials Anti Neoplastic & Immunosupperssants Anti Tubercular Anti Viral Arthritis / Osteoporosis

Vitamins & Minerals Supplements

Direct Compression Granules

Organizational structure
CEO

DIRECTOR
VICE PRESIDENT GENERAL MANAGER ASSISSTANT GENERAL MANAGER MANAGER SENIOR EXECUTIVE MANAGER EXECUTIVE MANAGER TRAINEES

Performance Appraisal
The overall objective of performance appraisal is to improve the efficiency of an enterprise by attempting to mobilize the best possible efforts from individuals employed in it. Such appraisals achieve four objectives including the salary reviews, the development and training of individuals, planning job rotation and assistance promotions.
Characteristics of performance appraisal Advantages of performance appraisal

Steps of Performance Appraisal

1
Establi shing standa rds of perfor mance

Comm Measu Comp Discus unicati ring aring sion of Correc ng actual actual apprai tive perfor perfor perfor sal action mance mance mance with s apprai with emplo sal standa yees rd laid

Objectives

Primary objective

Secondary objective

Research methodology
Research design- descriptive research design
Population Data collection- primary & secondary Tools used- questionnaire

REVIEW OF LITERATURE WITH REFERENCE TO MEDOPHARM

PA is done once in six months
Performance is ranked with the standard performance system Employees are treated according to their rank

Data analysis and interpretation

Satisfaction/dissatisfaction level towards the measurement of punctuality and discipline. Satisfaction/dissatisfaction level towards the measurement of job knowledge, quality of work etc. Satisfaction/dissatisfaction level towards the measurement of learning and communication abilities. Satisfaction/dissatisfaction level towards the measurement of accepting and implementing change.

Satisfaction/dissatisfaction level towards the measurement of flexibility.

Satisfaction/dissatisfaction level towards the measurement of personal grooming.

Reasons for satisfaction/dissatisfaction level towards the measurement of company policies Reasons for satisfaction/dissatisfaction level towards the measurement of guest relation. The way in which the performance appraisal system helps for future growth

Self-improvement after performance appraisal system.

The clarification about the negative remarks. Awareness of the appraisal system among employees. The system helps in attaining goals of every individual and as a team How the appraisal results being properly used in job relations/ transfer

Findings
The effectiveness of the existing performance appraisal system in MEDOPHARM is measured by using the following variables,

Punctuality & Discipline

Job knowledge & quality of work. Writing & oral abilities

Learning & communication

Accept & implement change Flexibility Personal Grooming Education &Computer Skills Guest Relation.

74% of the employees are satisfied on proper record keeping, which helps to measure the effectiveness of the employees.

50% of the employees are satisfied with the existing measurement and objectivity.
60% of the employees are satisfied with the nature of the appraiser.

66% of the employees are satisfied with the education and computer policy because they think that it does not help for future growth.
30% of the employees are highly satisfied through job knowledge, quality of work etc.

46% are highly satisfied because of the measurement through communication among employees.
The ability in taking immediate action highly satisfies only 58% of the employees 56% are satisfied with the measurement of personal grooming, because it helps them to measure the interest towards job

suggestions
Create more awareness and provide regular feedback Proper training should be given to the employees Fare relationship between the employees More opportunities for promotion Appraisal conducted should be continually reviewed After appraisal if there is any improvement the employee should be motivated by promotion, incentives etc.. Regular training program shall be conducted in order to increase the awareness on the appraisal system. Adding the parameters such as Interpersonal Skill, Dependability to the existing performance appraisal system.

Conclusion
During this study I came to know that the company is having a good appraisal system and also majority of the employees are satisfied with it. To make it more efficient and excellent, the company should create awareness among the employees And the company should conduct the similar type of research at regular interval to know the changing attitude of workers and to know about their improvement in order to motivate them.