The Performance Appraisal System in Pharmaceutical Companies’

Abstract

The study was intended to determine the effectiveness of the Performance Appraisal System in selected Pharmaceutical Companies in Quezon City. The descriptive survey method of research was used in this study. A researcher-made questionnaire was designed for the purpose of gathering data. The majority of the respondents were millennials, females, single, bachelor’s degree holders, and were in the company for more than three years, and yet were not promoted nor moved into a lateral position. The respondents’ assessment of the Effectiveness of the Performance Appraisal System in Pharmaceutical Companies in Quezon City in terms of Leadership Engagement, Customer Orientation, Structured Improvement Procedure, and Focus on Metrics were Effective. The respondents perceived the Performance Appraisal System in Pharmaceutical Companies in terms of Leadership Engagement, Customer Orientation, and Structured Improvement Procedure was significantly different when they were grouped according to their profile whereby, the null hypotheses were rejected while, they differ in Focus on Metrics, their perception was not significantly different when they are grouped according to profile thus, the null hypothesis was accepted. The company could provide leadership training that will enhance leadership skills, especially in assessing employees’ strengths and weaknesses, and in identifying training and development needs. Regular feedback should be maintained by the managers or supervisors aside from the annual performance appraisal. The company could have a reward system for every process improvement developed by employees that reduce operating costs. This will serve as motivation to the employees and will encourage others to think of process improvement as well.