COMPARATIVE STUDY OF PERFORMANCE APPRAISAL ON TWO PHARMACEUTICAL ORGANIZATIONS IN MADHYA PRADESH

Abstract

This paper aims at studying performance appraisal system effectiveness in two selected pharmaceutical organization. Data’s were collected with the help of questionnaires from both company’s 480 supervisor/rater, executives and officers (technical and non-technical) professionals. Greenberg (1993) hypothesized and proposed four-factor model of “organizational justice”: systemic (structural procedural); configural (structural distributive); informational (social-procedural); and, interpersonal (social-distributive), has been used to evaluate effectiveness of performance appraisal system. This study used frequency distribution to study the comparison in presently practiced performance appraisal system. Result indicated that the frequency distribution of the pharma company A and B were significantly different from each other. It was found that Pharma Company A employee perceive greater satisfaction with (factor order) Performance expectation forecast, About performance rater, Understanding performance expectations, Concern over Performance Ratings, In-process feedback, Accuracy of performance rating, Behavior of Rater/Supervisor, Briefing rating results but were neutral with Appealing for Justice, were they need improvement. On the other hand pharma company B employees perceive satisfaction with only four factors like; About performance rater, Behavior of Rater/Supervisor Performance expectation forecast, Understanding performance expectations, but they indicated a need of improvement with the factors Concern about Performance Ratings, In-process feedback, Briefing rating results, Appealing for Justice and Accuracy of performance rating.