abhishreshthaa
Abhijeet S
PERFORMANCE APPRAISAL SYSTEM AT ‘NOVARTIS’
PURPOSE
The purpose of the Novartis Enterprises limited Annual Performance Review is to ensure the understanding of job responsibilities and to facilitate communications between the employee and his manager jointly regarding the performance of assigned tasks. The process establishes a partnership under which the employee and his manager jointly determine performance goals consistent with your job description and unit business objectives, as well as formulate plans for employee’s performance improvement.
APPRAISAL FACTORS:
Quality: The degree to which the process or result of carrying out activity approaches perfection in terms of either conforming to some ideal way of performing the activity, or fulfilling the activities intend purpose
Quantity: The amount produced expressed in monetary terms, number of units, or number of completed activity cycles.
Timeliness: The degree to which an activity is completed or a result produced, at the earliest time desirable from the stand points of both coordinating with the outputs of others and of maximizing the time available for other activities.
Cost effectiveness: The degree to which the use of organizations resources(e.g. human, monetary, technological and material) is maximized in the sense of getting the highest gain or reduction in loss form each u\nit or instant of use of resources
Job knowledge: The personnel are expected to have sufficient knowledge of the job. He should have sufficient knowledge about the skills, the responsibility to be handled by him, the goals expected to be achieved by him.
Developing people: The employee should lend a helping to co-workers and assist them in learning task if they are found to be weak. He should lend all sorts of co-operation to his fellow-workers.
PURPOSE
The purpose of the Novartis Enterprises limited Annual Performance Review is to ensure the understanding of job responsibilities and to facilitate communications between the employee and his manager jointly regarding the performance of assigned tasks. The process establishes a partnership under which the employee and his manager jointly determine performance goals consistent with your job description and unit business objectives, as well as formulate plans for employee’s performance improvement.
APPRAISAL FACTORS:
Quality: The degree to which the process or result of carrying out activity approaches perfection in terms of either conforming to some ideal way of performing the activity, or fulfilling the activities intend purpose
Quantity: The amount produced expressed in monetary terms, number of units, or number of completed activity cycles.
Timeliness: The degree to which an activity is completed or a result produced, at the earliest time desirable from the stand points of both coordinating with the outputs of others and of maximizing the time available for other activities.
Cost effectiveness: The degree to which the use of organizations resources(e.g. human, monetary, technological and material) is maximized in the sense of getting the highest gain or reduction in loss form each u\nit or instant of use of resources
Job knowledge: The personnel are expected to have sufficient knowledge of the job. He should have sufficient knowledge about the skills, the responsibility to be handled by him, the goals expected to be achieved by him.
Developing people: The employee should lend a helping to co-workers and assist them in learning task if they are found to be weak. He should lend all sorts of co-operation to his fellow-workers.