• An Overview of Pharmaceutical industry of Pakistan? From History to current situation. • Background of Company: This provides the history of the companies. • Comparison between companies Performance Management System • Conclusion • Recommendations

1. HUMAN RESOURCE MANAGEMENT
Performance
Management System
Pharmaceutical Sector
SUBMITTED BY: SANA MAHMOOD (10286)
MONIKA KUMARI (11118)
ZARLISH ZAHID (10301)
ADIL HUSSAIN (9997)
OWAIS NATHANI
SUBIMITTED TO: Dr. KHALID AMIN
Ms. DEEP KIRAN
[Year]
INSTITUTE OF BUSINESS ADMINISTRATION

2. ACKNOWLEDGEMENT
First of all, we would like to thank THE ALMIGHTY ALLAH, for giving us the strength and health to
do this project work.
Then I would like to thank my teacher, Dr. Khalid Amin and Ms. Deep Kiran for guiding us throughout
this project. We had some difficulties in doing this task, but they taught us patiently until we knew what
to do. Their guidance and support was valuable.
We would also like to thank all the people with whom we interacted during the project, all the
employees of various insurance companies that we went to, without their support, openness, and
information about the companies’ policies and system, we wouldn’t have been able to complete our
report.
We would also like to thank Mr. Wasil Mehmood, HR Officer (Efroze Chemical Industries),
Ms. Sabhat HR Manager (Pfizer), Ms. Zareena, HR Manager (GSK), without their support and
information they share with us we won’t be able to complete this report.

3. Table of Contents
EXECUTIVE SUMMARY........................................................................................................................................ 4
PAKISTAN PHARMACEUTICAL INDUSTRY ..................................................................................................... 5
Sale Profit After Tax .................................................................................................................................................. 6
Efroze Chemical Industries ........................................................................................................................................ 7
Assessment of Efroze Chemical Industries ............................................................................................................ 8
Glaxo Smithkline Pakistan Limited ......................................................................................................................... 11
Assessment of Glaxo SmithKline Pakistan Ltd. .................................................................................................. 13
Pfizer ........................................................................................................................................................................ 16
Conclusion: .............................................................................................................................................................. 19
Comparison between the companies: ................................................................................................................. 19
Recommendations: ................................................................................................................................................... 20
References ................................................................................................................................................................ 21
Appendix .................................................................................................................................................................. 22
Questionnaire ....................................................................................................................................................... 22

4. EXECUTIVE SUMMARY
This report is assigned by our Instructor Dr. Khalid Amin and Ms. Deep Kiran to our group members,
the sector given to us is Pharmaceutical. The purpose of our term report is to evaluate Performance
Management System of 3 different pharmaceutical companies. In this report we have discuss the current
situation of pharmaceutical industries like where we in this sector? What role local pharmaceutical and
international companies are playing? What is their share in GDP? In this term report we also include
how HR department of pharmaceutical companies are working? How they manage Performance
Management system
This report consists of the following section and details.
An Overview of Pharmaceutical industry of Pakistan? From History to current situation.
Background of Company: This provides the history of the companies.
Comparison between companies Performance Management System
Conclusion
Recommendations

5. PAKISTAN PHARMACEUTICAL INDUSTRY
According to market research firm IMS Health,
Top 50 companies (30 multinationals and 20 domestic) enjoyed an 83.5% market share in mid-
2000s.
The top 100 had 94% of the Pakistani pharmaceutical market.
Pakistan's US$1.62bn pharmaceutical market is the 10th largest in Asia Pacific.
Annual per-capita spending on medicines is US$10, which is far below the regional average of
US$142.Market access is challenging and operational risks are high.
Currently the industry has the capacity to manufacture a variety of product ranging from simple
pills to sophisticated Biotech, Oncology and Value Added Generic compounds.
Today Pakistan has about 400 pharmaceutical manufacturing units including those operated by 25
multinationals present in the country. The industry meets around 70% of the country's demand of
Finished Medicine. In term of share market domestic is almost evenly divided between the Nationals
and the MNCs.
The National pharma industry has shown a progressive growth over the years, particularly over the last
one decade. The industry has invested substantially to upgrade itself in the last few years and today the
majority industry is following Good Manufacturing Practices (GMP), in accordance with the domestic
as well as international Guidance.
Pakistan’s pharmaceutical and healthcare sectors are expanding and evolving rapidly, about half the
population has no access to modern medicines. Clearly this presents an opportunity, but much more
work needs to be done by the government and industry's stakeholders. Pakistan political instability is
badly affecting the industry
The value of pharmaceuticals sold in 2007 exceeded US$1.4bn, which equates to per capita
consumption of less than US$ 10 per year and value of medicines sold is expected to exceed US$2.3 B
by 2012.
Pakistan is a developing pharmaceutical market, with a large population and economic progress evident,
but per capita drug spending was rather low at around US$9.30 in 2007

6. The Pakistan pharma industry is relatively young in the international markets with an export turnover of
over US$ 100 Million as of 2007.
Pakistan Pharma Industry boasts of quality producers and many units are approved by regulatory
authorities all over the world.
Data from the Karachi Stock Exchange reveals that there are eight listed pharmaceutical companies in
Pakistan. The majority are subsidiaries of foreign multinationals, with local representatives Ferozsons
Laboratories and Highnoon Laboratories.
Names Financial Sales Sales
year end Profit Before Sale Profit
tax After Tax
Abbott Laboratories November 83.7 6.4 4.1
Pakistan Ltd
Sanofi-Aventis Pakistan December 51.2 1 0.5
Ltd
Ferozsons Laboratories June 11 3.5 2.6
Ltd
GlaxoSmithKline Pakistan December 158 35.4 23.1
Ltd
Highnoon Laboratories December 22.8 .9 .7
Ltd
Otsuka Pakistan Ltd June 12.5 1.2 .8
Searle Pakistan Ltd June 24.6 2.5 1.7
Wyeth Pakistan Ltd December 28.1 2.7 1.7
Total 392.6 53.6 35.1

7. Efroze Chemical Industries
Efroze Chemicals Industries (Private) Ltd. came into existence in 1968 with the Dedication to the
Quality Pharmaceuticals, to empower mankind by promoting mental and physical wellbeing across
Pakistan.
Efroze Chemical Industries, a leading domestic pharmaceutical manufacturer, was established in
Karachi in 1968. Its second factory was opened in 1999, with both facilities receiving international
certification shortly after.
Total employees 375 people.
Field staff consists of around 150 personnel.
The company product portfolio involved in the promotion of over 50 branded products belonging to
different therapeutic classes through its own distribution network. Its export operations, which started in
1992, now supply over 20 developing markets in Africa, the Middle East, Asia and the former USSR
Efroze Chemcial Industies financial data
Sales are estimated at US$10mn a year.
Annual Growth Rate 8.25% in terms of rupee
Annual Growth Rate 1.96% in terms of Dollar
Strength
Considerable demand for cheap generic medicines in the country.
International certification of production facilities.
Foreign partnerships, especially in relation to R&D activities.
Weaknesses
Reliance on foreign-sourced raw materials.
Strong competition from multinationals in the branded sector.
Opportunities
Positive economic performance and rising patient purchasing power.
Government and international encouragement for drug exports.
Threats
Volatile political and economic climate.
Depreciation of local currency making imports of raw materials more difficult.

8. Assessment of Efroze Chemical Industries
Following are the brief summary of the questionnaire the solution taken by the HR managers to
overcome the issues:
Performance Management System of Efroze Chemical Industry
Efroze Chemcial industry is a leading national company in pharmaceutical sector. We contact the
Mr. Syed Wasil Mehmood the HR officer.
1. According to the information he provide us that their company have a Performance Management
System through which they evaluate the performance of their employees they evaluate individual
performance corresponding to the goals they set in the beginning of every month or quarterly.
2. The Performance Management System is for all employees of the company that is 375 employees.
Distribution of Employees
Field staff are 150
Office staff 225
3. The Performance Management System is for all kind of employees like Sales, operation, finance, HR
and Admin employees but sale employees are more frequently evaluate then others because they directly
impact the sales and profit of the company.
He frequency of Performance Appraisal is different from department to department, like Sales
Employees and Operation Employees are more frequently evaluated as compare to other department
employees.
Sales and Operation Employees
Operation employees are evaluated frequently in order to quality control and sales employee is evaluated
in order to achieve sales target because they directly affect the sales of the company.
4. The Performance Appraisal of Sales and Operation Employees are done on semi annualy basis. The
Performance Appraisal H.R., Finance and Admin employees are done on annual basis.
5. According to the H.R. Officer Mr. Mehmood there is not only one purpose of Performance
Management System. But every purpose is prioritizing according to the goals and objective of the
company and according to the nature of job. For the employees of sale we first evaluate the performance
of sale rap, if the sales rep is facing any problem, we train them and then evaluate again, if the sales rep
continuously didn’t show performance up till quarterly evaluation we terminate. And if show up an
improvement he can be rewarded by incentive depending on his sales target.

9. 6. Promotion and placement is also an important purpose of Performance Management System. The
ratings of employees are given the Head of Department of Department.
7. According to Mr. Mehmood Performance Management System Helps in every aspect of the firm like
Increase in sales
Increase in Profit
Reducing HR turnover
Increasing HR Motivation.
But he rates the area where performance Management benefits most.
Benefits of PMS
Increase in sale
Reducing HR turnover
Increase in Motivation
8. The HR Department took exit interview of high post employees, profitable employees (those
employees achieve good rating) and of employees of high turnover department. They HR satisfaction
level is “good”.
9. The HR Department encourages employees of to give suggestions to improve the quality of work and
management. The HR manager arranges meetings with the HOD of other department within one or 2
months. They receive above than 10 % suggestion from the Department Head.

10. Number Of Permanent
Employees
300
250
200
150
100
50
0
2007 2008 2009
10.
10 &11.The number of permanent employees is increasing in Efroze Chemicals according to the need of
each department. Stake holders are not involved in Performance Management System.

11. Glaxo Smithkline Pakistan Limited
Position in market:
GlaxoSmithKline Pakistan Limited was created on January 1st 2002 through the merger of SmithKline
and French of Pakistan Limited, Beecham Pakistan (Private) Limited and Glaxo Wellcome (Pakistan)
Limited- standing today as the largest pharmaceutical company in Pakistan, 79% owned by the UK drug
major.
GSK is the largest pharmaceutical company in Pakistan, with a growing export business to
Afghanistan. GSK Pakistan is headquartered in Karachi and employs 1,800 people.
As a leading international pharmaceutical company we make a real difference to global healthcare and
specifically to the developing world. We believe this is both an ethical imperative and key to business
success. Companies that respond sensitively and with commitment by changing their business practices
to address such challenges will be the leaders of the future. GSK Pakistan operates mainly in two
industry segments: Pharmaceuticals (prescription drugs and vaccines) and consumer healthcare (over-
the-counter- medicines, oral care and nutritional care).
Profits, Sales of the company:
GSK leads the industry in value, volume and prescription market shares. We are proud of our
consistency and stability in sales, profits and growth. Some of our key brands include Augmentin,
Panadol, Seretide, Betnovate, Zantac and Calpol in medicine and renowned consumer healthcare brands
include Horlicks, Aquafresh, Macleans and ENO.
According to its own 2008 annual report, GSK holds 11.39% of the market by value, 18.33%
by volume, and 13.11% of the prescription market.
Market share:
GSKP Manager Corporate Communication Naufil Shahrukh told Dawn that the workforce of
GSKP, a public listed company, stood at 2,000 while the BMSP, a private limited company, had
more than 200 employees on its payroll.
On impact of acquisition, he said that the transaction, when complete, would increase GSKP’s
pharmaceutical market share from estimated 11 per cent to approximately 13 per cent. However,
there would be no increase in consumer market share.

12. He added that the acquisition was in line with GSK’s emerging market strategy of growing its
international non-patent protected business.
The combination of this business with the existing GSK business will build on GSK?s successful
operations in the local market and will provide an opportunity for generating additional future
growth.
SWOT Analysis by the GSK Company:
Strengths:
The largest pharmaceutical company in Pakistan, double the size of its nearest competitor
Abbott Laboratories.
Top three pharmaceutical products in terms of sales are GSK medicines.
Hold over 50% of both the public and private vaccines sectors.
Weaknesses:
Strong competition from low-cost generic equivalents, both legal and counterfeit.
Lack of reforms in government regulatory policy.
Strict labor laws and high corporate income tax rate.
Opportunities:
Pakistan recognized as one of the fastest growing economies in the world.
Economic growth resulting in an increase in consumer spending power.
Continued need for vaccine supplies benefits GSK, which has a substantial vaccines
portfolio.
Sector modernization initiatives.
Threats:
Weak intellectual property laws and a lack of their implementation.
Rising numbers of generics, which is a major barrier to multinational investment.
Increasing inflationary trends without consequent increases in the prices of drugs
Increasing inflationary trends without consequent increases in the prices of drugs significant
counterfeit drug industry.
Rising costs of raw and packaging materials having an adverse effect on the company’s
bottom line.

13. Some Issues GSK faced:
Employee Retention:
They resolved by focusing on transforming their culture to improve retention rates by enabling
workforce mobility. They make employees to look internally at opportunities within the organization via
PDP (PERFORMANCE DEVELOPMENT PROGRAM) process. They look after employees & take
care of their welfare revise remuneration & perks from time to time maintain good employee-employer
relations, execution of corporate polices & labor laws, emphasize on employees development & training
needs (in-house training + on the job training + safety training etc.)
Human Resource measurement and benchmarking compensation:
The solution to this problem GSK came up with is that an organized structure regarding all employees
salaries, updated personal files, global peoples. Software has been introduced by H.R whereby
employees can access all their personal information and can make any changes they need to. They
started dealing with all kinds of sensitive issues and harassment cases if any. Salary benchmark surveys
are conducted on a regular interval to balance the short term with the long term incentives. GSK adopts
a total compensation and benefits approach in the design of its salary packaging model. We aim to
provide: Optimum flexibility, choice; and targeted incentive programs to provide us with the best
opportunity to attract and retaining world class employees. Bonus plans are an integral component of the
GlaxoSmithKline total compensation and benefits philosophy. A long term incentive scheme is offered
to senior managers. Employees are able to participate in the GSK employee share plan on reaching the
eligibility criteria.
Assessment of Glaxo SmithKline Pakistan Ltd.
Performance Management system:
1) The GSK pharmaceutical company does use performance management system by which the
performance of employees is measured in terms of quality, quantity, cost and time to evaluate the
employee’s job-related strengths and weaknesses and addresses adherence to a set of pre-defined
organizational standards. And its good to have such performance system to meet the organizational
goals effectively and efficiently.
2) GSK Company is carrying out this appraisal on all the employees working under the roof. No matter
how long it has been for an employee to work with them but they do this performance management
system for them as well including the new hired employees so to continuously monitor the
performance with the time.
3) The company is applying the performance management system on all the employees from the entire
department making up the organization to assess their performance so that if any of the employee
from any department is lacking in any part of their job which actually hinders in achieving the
organizational goal should be improve.

14. 4) They conduct regular appraisals to identify training needs and help employees set and achieve
development objectives. Performance management system is carried out semiannually and its good
thing to motivate the employees so that they may retain in organization for a long period and remain
committed to their work. In this way Training and development opportunities by GSK which they
employ for employees to help employees feel valued and engaged in their work. GSK provides
work-related training courses for all employees, and leadership training for managers. These focus
on providing people with the right behaviors and expertise for their jobs and the skills needed to
apply their knowledge effectively. So their goal is for each individual to achieve their potential and
contribute fully to company performance.
5) GSK is using the PMS highly for assessing the performance (usefulness of employees) and for
giving promotions to employees if they are at the level that they can be propped up. They also use
this system for the basis for reward (increment bonus) to motivate them for employees who are
motivated through the incentives. And for some reasons they are using performance management
system for the purpose of Placement Ascertain training and development needs so the training for
the special skills or the required skills for doing the job can be given to them.
Purpose of using PMS
Assess the performance
Basis for rewards
Basis for promotion
ascertain training &
development needs
6) They measure the performance by rating the employees. This rating is giving by the head of the
department or by the supervisor to subordinates. And for top managers they conduct 360 degree
assessment so that they can have feedback from the employees they manage and colleagues.
7) The benefits the GSK define by using the performance management system are reducing turnover,
employees motivation, sales increment. But they focus on sales boost due to performance
management system. Then also they said when employees are satisfied by giving the training for
doing the job their turnover also get reduced.
8) The HR Department encourages employees of to give suggestions to improve the quality of work
and management. The HR manager arranges meetings with the HOD of other department within 2

15. months. 5% - 10% of the employees give the suggestions and welcomed openly to throw their
suggestions.
Benefits of PMS
Increase in sale
Reducing HR turnover
Increase in Motivation
9) The HR Department also conduct exit interview of companies high revenue generated employees,
and the high post employees (those employees achieve good rating) and of employees of high
turnover department. They defined HR satisfaction level “good”. This indicates that they are doing
best in improving the processes of their business by knowing through the employees who leaves the
organization.
10) Corporate performance on implementing the performance management system has not given to
us. They kept the whole information as confidential and don’t want to discuss.
11) Stakeholder’s involvement in the performance management system is not included.
12) They operate 360 degree assessments for our top managers to ensure they receive objective feedback
on their performance from the employees they manage and colleagues that they work with, as well
as their manager. They conduct performance appraisal semiannually and performance review every
after 2 months.

16. Pfizer
Pfizer has a long history in the Pakistani pharmaceutical market. Its local presence is comprised
of three separate companies, namely Pfizer Laboratories, Parke Davis & Company and
Pharmacia (Pvt.) Pakistan. Pfizer has two manufacturing facilities in the country in Karachi and
Islamabad. Operated to international manufacturing standards, the plants produce solids, semisolids
(ointment and creams) and liquid dosage forms (syrups, suspensions and emulsions).
In March 2006, Pfizer filed a lawsuit against the state-run Philippine International Trading
Corporation (PITC) regarding plans for parallel imports of generic versions of the hypertension
drug, Norvasc (amlodipine besylate) manufactured in Pakistan. The Philippine patent on the drug
was set to expire in 2007.
Pfizer acquired Wyeth in early 2009. The smaller US company has manufacturing facilities in
Pakistan.
Their Leading Products are
���Celebrex (celecoxib)
���Lipitor (atorvastatin)
���Diflucan (fluconazole)
Strength
The largest pharmaceutical company in the world, with a significant regional presence and
expertise.
Global scale to be further enhanced through Pfizer’s acquisition of Wyeth.
Direct manufacturing presence in Pakistan.
Diverse product portfolio.
.
Weaknesses
Strong competition from low-cost generic equivalents, both legal and counterfeit.
Government’s failure to raise drug prices since 2001.
Lack of reforms in government regulatory policy.
Biased treatment in favor of the local industry, which can influence government policy.
Strict labor laws and high corporate income tax.

17. Opportunities
Positive economic performance, rising spending power and continuing sector modernization.
A government freight-subsidy scheme for drug exports and plans to reimburse 100% of
consultancy costs on private-sector development of certified/accredited testing facilities.
Threats
Government resistance to aligning domestic patent law with international standards.
Significant counterfeit drug industry. Persistently high inflation – as well as rising costs of raw
and packaging materials – in
Pakistan negatively impacting financial performance, given the government’s resistance to
increase drug prices.
A volatile political and economic climate in Pakistan.

18. Assessment of Pfizer
Following are the brief summary of the questions the solution taken by the HR managers to overcome
the issues:
Performance Management System Of PFIZER
Pfizer is the world’s largest research-based pharmaceutical company. We contact Ms. Sabahat
the HR officer. According to the information she provided us that their company have a
Performance Management System through which they evaluate the performance of their
employees they evaluate individual performance.
The Performance Management System is for all employees of the company .
The Performance Management System is for all kind of employees like Sales, operation, finance,
HR and Admin employees but sale employees are more frequently
The Performance Appraisal of all Employees are done on quarterly basis.
According to their H.R. department there is not only one purpose of Performance Management
System. But every purpose is prioritizing according to the goals and objective of the company
and according to the nature of job. According to them promotion and placement is also an
important purpose of Performance Management System and through this system they analyze the
training and development needs and after accessing the performance of employees they will be
rewarded.
According to them their HR performance management system helps them mostly in increasing
profits .
They take regular feedback from their employees and through enter and exit interviews they
claimed that their HR satisfaction level is excellent.
The HR Department appreciates employees of to give feedbacks and suggestions to improve the
quality of work and management. They receive above than 10 % suggestion from their
employees.

19. Conclusion:
Comparison between the companies:
Efroze chemical Industry GSK Pharmaceutical Pfizer pharmaceutical
Co. Co.
1. They conduct performance They conduct performance They like Efroze Co.
management system almost management system on the conduct PMS for all but
every employee but more employees from all the on sales man or sales
frequently on the sales related departments equally. operation employees
employees because they frequently.
directly affect revenues of the
company
2. PMS conducted semiannually. PMS conducted PMS conducted
semiannually. semiannually.
3. PMS is used to assess the PMS is used to assess the Every purpose has given
performance (usefulness of performance (usefulness of the equal priority
employees). employees). according to the goals and
Basis for reward (increment Basis for reward (increment objective of the company
bonus) bonus) and according to the
Basis for promotion Placement Basis for promotion nature of job.
Ascertain training and Placement
development needs. Ascertain training and
development needs.
4. PMS is measured by giving PMS is measured by giving PMS is measured by
ratings to the employees. ratings to the employees. giving ratings to the
employees.
5. They take regular feedback They take regular feedback They take regular
from their employees and from their employees and feedback from their
through enter and exit through enter and exit employees and through
interviews they claimed that interviews they claimed enter and exit interviews
their HR satisfaction level is that their HR satisfaction they claimed that their HR
excellent. level is excellent. satisfaction level is
excellent.
6. Suggestions are welcomed and Suggestions are welcomed Suggestions are
they are given more than 10% and they are given between welcomed and they are
of the feedbacks 5%- 10% of the feedbacks. given more than 10% of
the feedbacks
7. Stakeholders are involved in Stakeholders are not Stakeholders are not
PMS. involved in PMS. involved in PMS.
8. Procedure for Appraisal is only 360 degree for managers Procedure for Appraisal is
through giving the ratings. and ratings for employees only through giving the
of lower level. ratings.

20. Recommendations:
1. Performance management system should be job-related so for an effective
performance management results it is recommended to confer with the employee's
job description. Bring into line the organization's goals with the job's objective so
that every employees work lead to the organizational goal.
2. Communicate management's expectations to the employee so that a widespread
understanding must exist between management and the employee regarding the
job expectations, the nature of job to be accomplished and the standards by means
of which the work is evaluated.
3.Feedback should be offered to the employees concerning his performance and its
relationship to the expectations set into view by management. It is also
recommended that constructive instead of destructive feedback is given in the
form of comments while being honest about the appraisal so that employee does
not get discourage and also employees do not leave the organization especially for
GSK pharmaceutical company.
4. Since the goal of performance management system is to achieve the organizational
goal we need to coach the employee before and after evaluating their
performance. Provide the resources required for them to get to the management's
expectations.
5. Assess the employee’s performance on the basis of various methods. Like:
6. By self appraisal in which the employee is asked byhis supervisor to weigh up
his/her own work. By peer appraisal by which staff of equal rank within the
organization are asked by their supervisor to evaluate the employee. Team
Appraisal: In this type of appraisal employees who work as part of a team are
asked by their supervisors to assess the team's work. 360-Degree or Full Circle
Appraisal: the employee's work is reviewed by congregation input from
representatives of all the groups the employee intermingle with such as
supervisor, peers, subordinates and clients. Management-by-Objectives: The
employee’s achievements of work objectives that are set in association with
his/her supervisor are evaluated. Through using these appraisal methods we have
more clear evaluation of employees for their work done by them. Through these
the employee is required to understand why the subordinate or peer have come to
conclusions so he is able to correct any problems.
Performance management system should be more frequently conducted on the new
employees than those of the older employees.

21. References
Business Monitor international Ldt.
http://www.efroze.com
http://www.reportlinker.com/d011370589/Pharmaceutical-Business-in-Pakistan.html
Karachi Stock exchange website
www.gsk.com.pk
www.pfizer.com.pk

22. Appendix
Questionnaire
PERFORMANCE MANAGEMENT SYSTEM:
Sector: Pharmaceutical
Company:
Company is Multinational/National:
Contact Person (Manager HR Department):
Questions:
Q1. Does your company have a Performance Management System for its employees?
a. Yes
b. No
Q2. Is the Performance Management System for all employees of your Company?
a. For all Employees
b. For selective employees
Q3. Does Your PMS cover all employees under the functions of:
a. Sales Employees
b. 3Operation Employees
c. Finance Employees
d. H.R. Employees
e. Admin Employees
f. All of the above
Q4. Is Performance Appraisal done annually or more frequently?
a. Annually
b. More than once P/A

23. Q5. What is the purpose of Performance Management System?
a. To access the performance (usefulness of employees).
b. Basis for reward (increment bonus)
c. Basis for promotion Placement
d. Ascertain training and development needs
e. All of the above
Q6. How are the results of the process measured?
______________________________________________________________________________
Q7. Do you think that HR Performance Management System helps your company in
a. Increasing Profits
b. Increasing sales
c. Reducing HR turnover
d. Increasing HR suggestions
e. Increasing HR Motivations
Q8. Hr satisfaction level (measured through exit interview).
a. Excellent
b. Good
c. Poor
Q9. How many numbers of employees give suggestions?
a. > 10%
b. 5-10%
c. 1-4%
d. None

24. Q10. Summary Corporate Performance of Company (last three Years)
2007 2008 2009
Net Profit
Sales
HR Turnover
Absenteeism (in %)
Suggestions received
No. Of Employees
Q11. Do the involvement of the stakeholders ensured in performance management system?
a) Yes
b) No
Q12. How it is used/ or method of carrying it out? Specify the method.