INVESTIGATE THE APPRAISAL SCHEME

Investigate the Appraisal Scheme

Investigate the appraisal scheme

In this paper, the appraisal system of XYZ pharmaceuticals is discussed. It is one of the leading pharmaceutical company operating in London, UK.

Q1: For whom the Scheme is?

Ans: At XYZ pharmaceuticals, the performance appraisals are used for a variety of purposes, which may be classified into three categories: within-person, between-person, and system maintenance purposes. Within-person purposes involve identifying an employee's strengths or weaknesses to provide developmental feedback to the employee, set employee goals, or suggest particular training or development programmes (Pfau, 2007, 58). Between-person purposes are used to make comparisons between employees and may be used to identify who should be promoted, administer merit pay increases, or decide which employees should be terminated. XYZ pharmaceuticals often use performance appraisals for multiple purposes simultaneously, and the observed ratings and user attitudes differ as a function of rating purpose.

Q2: Who Conducts Performance Appraisal?

An employee's immediate supervisor is often the person who rates his or her performance. In many organisations, supervisors are held responsible for an employee's performance and behaviors. Because they are usually given the authority to control employee assignments, make salary decisions, and determine disciplinary or punitive actions, it makes sense that supervisors should be given responsibility for rating performance (Murphy, 2008, 45).

However, several trends have brought into question the assumption that supervisors are the best raters. First, organisations have become more decentralised, thus increasing supervisors' span of control considerably. Second, employees today are using special work arrangements, such as flextime and telecommuting that reduce their face time at the company. Third, many employees work in team settings, some of which are self-managed with minimal direct supervision.

As a result, other stakeholders are sometimes used to appraise employees' performance. These sources include immediate peers, immediate subordinates, customers, suppliers, colleagues from other ...