Syn Mylan Lab

8/12/2019 Syn Mylan Lab

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ONPERFORMANCE APPRIAISAL


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COMPANY PROFILE

Mylan Laboratories Limited (Mylan Labs), a subsidiary of U.S.-based Mylan Inc. (Nasdaq:MYL), is one of t e !orld"s lar#est manufacturers and su$$liers of acti%e $ armaceuticalin#redients (&'Is). ased in yderabad, India, Mylan Labs offers more t an *+ &'Is and

intermediates to customers in more t an countries across a !ide ran#e of t era$euticcate#ories.

Mylan Labs maintains an im$ressi%e $ortfolio of finis ed dosa#e forms ( / ) of #enericantiretro%irals (&01s), used to treat adults and c ildren li%in# !it I12&I/S in more t an *countries. Mylan"s $roduct offerin#s also include com$le3 solid dosa#e forms for mar4ets acrosst e !orld.

Mylan Labs o$erates multi$le state-of-t e-art &'I and / facilities located in India and 5 ina.6 ey o$erate !it t e i# est standards of quality and re#ulatory com$liance. 6 e facilities arecertified by #lobal re#ulatory bodies suc as t e U.S. ood and /ru# &dministration, t e 7orld

ealt 8r#ani9ation - ene%a, t e ;uro$ean /irectorate for t e


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In B A, Mylan Inc. acquired a controllin# sta4e in Matri3. 6 rou# t is acquisition, Matri3 Labs became $art of one of t e !orld"s leadin# #eneric and s$ecialty $ armaceuticals com$anies.0e%enues #re! from IN0 *AB * million in B to IN0 CB*?* million in B ** at a 5& 0 ofBCF.

In 8ctober B **, Matri3 Labs !as rebranded and became Mylan Laboratories Limited. 6 e business no! o$erates under one $o!erful brand in India E Mylan E a name t at stands for i#quality $roducts, unmatc ed reliability, outstandin# customer ser%ice, unrelentin# inte#rity,continuous inno%ation and ser%in# unmet needs.

Mylan 50 years young and still ma ing !istory

Mylan !as founded in 7 ite Sul$ ur S$rin#s in *?>*, in t e U.S. state of 7est 1ir#inia. It be#an as a distributor, buyin# finis ed #oods and resellin# t em to $ armacies and $ ysicians. In*?>+, t e com$any establis ed manufacturin# o$erations in Mor#anto!n, 7.1a., and be#anma4in# %itamins and t en em$ty #elatin ca$sules. 6 e com$any"s cofounders soon decided tos!itc t eir $roduction lines o%er to #eneric $ armaceuticals and mar4et t em to lar#e dru#com$anies, dru# store c ains and mail-order dru# $ro%iders E all for resale under t e customers"o!n labels.

In *?>>, Mylan recei%ed a$$ro%al from t e U.S. ood and /ru# &dministration to manufactureits first medicine, 'enicillin . 6 e com$any also $roceeded to broaden its $roduct line toinclude ot er #eneric antibiotics, as !ell as anal#esics, anti istamines and steroids. In *?>?,'ar4e, /a%is = 5o. became t e first maGor $ armaceutical com$any to $urc ase and $ri%atelylabel Mylan"s $roducts. In addition, Mylan introduced a ne! lo#o E t e letter HM formed byt ree test tubes to su##est bot scientific leaders i$ and t e team!or4 necessary for success.

Our Mission

&t Mylan, !e are committed to settin# ne! standards in ealt care. 7or4in# to#et er aroundt e !orld to provide 7 billion people access to high quality medicine , !e inno%ate to satisfyunmet needsJ ma4e reliability and ser%ice e3cellence a abitJ do ! at"s ri# t, not ! at"s easyJand im$act t e future t rou# $assionate #lobal leaders i$

Our "alues

7e are uncon%entional, %isionary and bold. 7e Hconnect t e dots ot ers o%erloo4. 7e see $ossibilities and brin# t em to life. 7e lo%e to c allen#e t e status quo and introduce ne! and better !ays to el$ $eo$le e%ery! ere enGoy a i# er quality of life. a%in# t e coura#e to be aforce for constructi%e c an#e is in our /N&.

Integrity
http://mylanlabs.in/about_us/~/media/mylan-india/pdf/SalesInfoFY2008-FY2011-1.ashxhttp://mylanlabs.in/about_us/~/media/mylan-india/pdf/SalesInfoFY2008-FY2011-1.ashx


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/oin# ! at@s ri# t is sacred to us. 7e be a%e res$onsibly, e%en ! en nobody@s loo4in#. 7e seti# standards from ! ic !e ne%er bac4 do!n. 6 is uncom$romisin# et ical stance el$s to

4ee$ our $roducts $ure, our !or4ers safe and t e en%ironment clean.

Relia#ility

/e$endable. 0eliable. 5all it ! at you !ill, !e@%e made it a abit. 7e stri%e to be t ere t rou#t ic4 and t in, rain or s ine, deli%erin# on e%ery $romise, e%ery time. 6 at@s ! y $eo$le aroundt e corner and across t e !orld count on Mylan.

Ser$i%e

7e understand t at Kit@s not about usK E it@s about el$in# ot ers E and !e belie%e t ere@s nosituation !e can@t andle. 7e !ould do ! ate%er it ta4es, !or4 @round t e cloc4, cross any ri%erand s$are no effort E all to meet someone"s need. 7e !ra$ our i# quality $roducts in i#quality ser%ice.

&eam'or

6o#et er, !e can run faster, reac i# er and ac ie%e more t an any one of us can alone. 7erelis o$$ortunities to collaborate because it"s in%i#oratin#, enli# tenin# and $o!erful. 7 en !e

Goin forces and $lo! t rou# boundaries, !e mo%e mountains.

Our (usinesses

Mylan Laboratories Limited is one of t e !orld"s lar#est manufacturers and su$$liers of acti%e $ armaceutical in#redients for a !ide ran#e of t era$eutic cate#ories, includin# antibacterials,central ner%ous system a#ents, anti istamine2anti-ast matics, cardio%asculars, anti%irals,antidiabetics, antifun#als, $roton $um$ in ibitors and $ain mana#ement dru#s. Since B A,Mylan Labs as been addressin# unmet needs in t e area of I12&I/S and as #ro!n to be aleadin# manufacturer and su$$lier of i# quality, inno%ati%e and affordable #enericantiretro%iral $roducts.

Mylan Labs manufactures a number of i# quality finis ed dosa#e #eneric $ armaceutical $roducts for %arious re#ulated mar4ets in t e !orld includin# t e U.S., ;uro$e, &ustralia and5anada.

In addition, Mylan Laboratories offers reliable, state-of-t e-art contract manufacturin# ser%ices .

PERFORMANCE APPRAISAL


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'erformance A))raisal is an obGecti%e system to Gud#e t e ability of an indi%idualem$loyee to $erform is tas4s. & #ood $erformance a$$raisal system s ould focus on t eindi%idual and is de%elo$ment, besides el$in# im to ac ie%e t e desired $erformance. 6 is

means t at ! ile t e results are im$ortant t e or#ani9ation s ould also e3amine and $re$are itsuman ca$ital to ac ie%e t is result. 6 is olds true e%en for ne! inductees.

6 ere is a stron# lin4a#e bet!een induction, trainin# and a$$raisal. In a lar#e number of firms!orld!ide, a ne! recruit is e3$ected to discuss is sc edule of !or4 in ac ie%in# is inductionobGecti%e. 6 is sc edule of !or4 becomes a $art of is Gob for t e ne3t fe! mont s.

&ccordin# to 0oland enGamin, a $erformance a$$raisal determines ! o s all recei%e meritincreasesJ counsels em$loyees on t eir im$ro%ementsJ determines trainin# needsJ determines

$romo ability identifies t ose ! o s ould be transferred. Moreo%er, it im$ro%es em$loyee Gob $erformanceJ encoura#es em$loyees to e3$ress t eir %ie!s or to see4 clarification on Gob dutiesJ broadens t eir outloo4, ca$acity and $otential, $lacementJ facilities selections, re!ard and $romotion of t e best qualified em$loyeeJ

&ccordin# to Le%inson t ere are t ree functions of $erformance a$$raisalJ*) It see4s to $ro%ide an adequate feedbac4 to eac indi%idual for is or er $erformance.B) It $ur$oses is to ser%e as a basic for im$ro%in# or c an#in# be a%iour to!ards some more

effecti%e !or4in# abits.C) It aims at $ro%idin# data to mana#ers !it ! ic t ey may Gud#e future Gob assi#nments

and com$ensation.

A%%ording to Cummings t!e !eading o* )er*orman%e a))raisal

*) 6o in%entory of t e number and quality of all mana#ers and identify and meet t eirtrainin# needs and as$iration.

B) 6o determine increments and $ro%ide a reliable inde3 for $romotions and transfers to $ositions of #reater res$onsibility.

C) 6o maintain indi%idual and #rou$ de%elo$ment by informin# t e em$loyee of is $erformance standard.

D) 6o su##est !ays of im$ro%in# t e em$loyees $erformance.

+o# and Potential ,e$elo)ment-.

It is t e systematic e%aluation of t e indi%idual !it res$ect to is or er $erformance ont e Gob and is or er $otential for de%elo$ment.
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*) It unifies t e a$$raisal $roduced so t at all em$loyees are rated in t e Same manner,utili9in# t e same a$$roac so t at t e obtained of se$arate $ersonnel are com$arable.

B) It $ro%ides information, ! ic is useful in ma4in# and enforcin# im$ortant decisionsabout selection, trainin#, $romotions, $ay increases, transfers, lay-offs, disc ar#es, andsalary adGustments.

C) It $ro%ides information in t e form of records bout ratin# decisions of t e ratin# arec allen#ed in t e court of la!.

D) It ser%es to stimulate and #uide em$loyee de%elo$ment. &$$raisal $ro#rams $ro%ideinformation on t e !ea4ness of em$loyees and enable t em #au#e t eir o!n %alueaccom$lis ment.

+) 6o find out an em$loyee qualification and is !or4 and com$arin# it !it Gobrequirements.

>) & $eriodic and accurate a$$raisal constraints su$er%isor to be and com$etent in is !or4,it im$ro%es t e quality of su$er%ision by #i%in# im an incenti%e to do.

Objectives of Appraisal

&lmost all or#ani9ations $ractice $erformance a$$raisal in one form or anot er to ac ie%e certainobGecti%es. 6 ese obGecti%es may %ary from or#ani9ation to or#ani9ation or e%en !it in t e sameor#ani9ation from time to time. It as been found t at t ere are t!o $rimary obGecti%es be indt e use of t is met odolo#y. 8ne is to use it as an e%aluation system and second, to use it as afeedbac4 system.

6 e aim of t e e%aluation system is to identify t e $erformance #a$. 6 is means t at it el$s

determine t e #a$ bet!een t e actual $erformance of t e em$loyee and t at required or desired by t e or#ani9ation.

6 e aim of t e feedbac4 system is to inform t e em$loyee about t e quality of is !or4 or $erformance. 6 is is an interacti%e $rocess by ! ic t e em$loyee can also s$ea4 about is $roblems to is su$erior.&n effecti%e $erformance a$$raisal system s ould em$ asis indi%idualobGecti%es,or#ani9ational obGecti%es and also mutual obGecti%es. rom t e %ie!$oint ofindi%idual obGecti%e t e $erformance a$$raisal s ould tal4 about

a) 7 at tas4 t e indi%idual is e3$ected to do b) o! !ell t e indi%idual as done t e tas4

c) o! can is $erformance be furt er im$ro%edd) is re!ard for doin# !ell.

rom t e or#ani9ational %ie! $oint a $erformance a$$raisal s ould #enerate man$o!er information, im$ro%e efficiency and effecti%eness ser%e as a mec anism of control and $ro%ide arational com$ensation structure. In s ort t e a$$raisal system establis es and u$ olds t e

$rinci$le of accountability in t e absence of ! ic or#ani9ation failure is t e only $ossibleoutcome
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O(+EC&I"ES OF &HE S&/,Y-

*. 6o study t e e3istin# $erformance a$$raisal system of Mylan laboratories.B. 6o 4no! t e em$loyees $erce$tion and 4no!led#e to!ards a$$raisal system in t e

com$any.

C. 6o 4no! o! to im$ro%e and modify t e e3istin# of a$$raisal system.

D. 6o 4no! about t e requirements of t e em$loyees.

+. 6o 4no! t e best $erformance a$$raisal strate#y of t e com$any.

>. 6o 4no! about t e $erformance of t e em$loyees and t ere by im$ro%in# t e o%erall

$erformance of t e com$any, by $ro%idin# su##estions if any.

Resear%! Met!odology-.

Resear%!

Resear%! in common meanin# refers to a searc for 4no!led#e. If !e define researc $ro$erlyt en it !ould be li4e It is a s%ienti*i% and systemati% sear%! *or )ertinent in*ormation on as)e%i*i% to)i%1. Still some $eo$le consider researc as a Mo%ement, t e mo%ement from 4no!nto un4no!n. &ll of us $osses some amount of inquisiti%eness in our self, and it is t isinquisiti%eness t at ma4e all of us to #et 4no!n !it t e t in#s ! ic are un4no!n to us.

Resear%! )lan

6 e researc $rocess de$ends u$on de%elo$in# t e most efficient $lan for #at erin# t e neededinformation. /esi#nin# a researc $lan calls for decisions on t e data sources, researca$$roac es, researc instruments, sam$lin# $lan, and contact met ods.

SAMPLIN2 PROCE,/RE-'ro$ortionate stratified random sam$lin# !ill be t e $rocedure ado$ted in selectin# a

sam$le reflecti%e of t e uni%erse in all t e cadres, e%ery t ird $erson c osen at random, !ill beadministered a structured questionnaire.


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,A&A SO/RCE-

34 Primary data

4 Se%ondary data

Primary ,ata-

/ata t at as been collected from first- and-e3$erience is 4no!n as $rimary data . 'rimary dataas not been $ublis ed yet and is more reliable, aut entic and obGecti%e. 'rimary data as not

been c an#ed or altered by uman bein#s, t erefore its %alidity is #reater t an secondary data.

Sour%es o* Primary ,ata-

Sources for $rimary data are limited and at times it becomes difficult to obtain data from $rimarysource because of eit er scarcity of $o$ulation or lac4 of coo$eration. 0e#ardless of anydifficulty one can face in collectin# $rimary dataJ it is t e most aut entic and reliable datasource . ollo!in# are some of t e sources of $rimary data.

E6)eriments7 Sur$ey et%4

Se%ondary data

/ata collected from a source t at as already been $ublis ed in any form is called as secondarydata. 6 e re%ie! of literature in nay researc is based on secondary data. Mostly from boo4s,

Gournals and $eriodicals.

Sour%es o* Se%ondary ,ata-

Secondary data is often readily a%ailable. &fter t e e3$ense of electronic media and internet t ea%ailability of secondary data as become muc easier

Pu#lis!ed Printed Sour%esPu#lis!ed Ele%troni% Sour%es/n)u#lis!ed Personal Re%ords2o$ernement Re%ordsPu#li% Se%tor Re%ords :

7 ate%er data !ill be collected for t e current study !ill be absolutely $rimary in naturee3$ects in t ose instances, requirin# some #eneral and allied information, #eneral2 secondarysources of data !ill be consulted.
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SAMPLE SI8E-

6 e si9e of t e sam$le c osen for t e study is B out of ? em$loyees ! o !ere

a%ailable durin# e3ecution of t e $roGect sur%ey.

SAMPLIN2 /NI&- Mylan La#oratories Limited Hydera#ad

,ESI2N OF &HE S&/,Y-

6 e $ur$ose of t e study is to #au#e t e le%el of a!areness of t e e3istin# a$$raisal

system of t e or#ani9ation amon# t e community of em$loyees, to e%aluate t e effecti%eness of

t e e3istin# $erformance a$$raisal system and to im$ro%e and modify if necessary. &nalysis

!ill be made !it se%eral %ariables related to $erformance a$$raisal by t e researc er before

comin# to a conclusion. 6 erefore t is study !ill be e3$lanatory in nature.

SCOPE OF S&/,Y-

6 e sco$e !ill be confined to t e as$ects of $erformance a$$raisal only and ot er factors

li4e !elfare sc emes, $ay $ac4a#e, Gob satisfaction etc., !ill not studied, all and sundry and t eir

im$act in t e $erformance a$$raisal system could not be ta4en u$ for !ant of time and also

because it !ill be beyond t e sco$e of t e current study.


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9/ES&IONAIRE

Name :


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( ) i# ly Satisfied ( ) Satisfied

( ) Neit er Satisfied nor /issatisfied

( ) /issatisfied ( ) i# ly /issatisfiedC

A. I am able to identify my indi%idual !ea4ness t rou# a$$raisal system

( ) Stron#ly ree ( ) Satisfied

( ) Neit er a#ree nor disa#ree ( ) /isa#ree

( ) i# ly /issatisfied.

. 7 o conducts $erformance a$$raisal

( ) Su$eriors ( ) 'eers ( ) Self &$$raisal

( ) C> de#rees $erformance a$$raisal

?. im$lementation of $erformance a$$raisal is scientific.

( ) Stron#ly ree ( ) Satisfied( ) Neit er a#ree nor disa#ree ( ) /isa#ree


* . 6o moti%ate our standin# $erformance of em$loyee incenti%es are #i%en




**. I am moti%ated by t e $erformance a$$raisal




*B. My ca$abilities are reco#ni9ed by t e mana#ement t rou# $erformance

&$$raisal




*C. My stren#t s and s4ill are also identified by t e mana#ement t rou#

$erformance a$$raisal"


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*D. 7e can reac our or#ani9ation"s #oals t rou# $erformance a$$raisal

( ) Yes ( ) No

*+. /oes t e or#ani9ation offer any re!ards after a$$raisin#

( ) Yes ( ) No

*>. If yes, ! at re!ards are offered

( ) 'romotions ( ) Monitory benefits ( )8t#ers

*A. 7 at control measures are ta4en by t e mana#ement

( ) Im$lementin# 0ules ( ) Sus$endin#

( ) ot ers* . &re you satisfied !it t e a$$raisal system t at is follo!ed by t e

mana#ement

( ) i# ly Satisfied ( ) Satisfied

( ) Neit er Satisfied nor dissatisfied ( ) /isa#ree



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(I(LO2RAPHY

Personal Management:

5. . Mamoria

imalaya 'ublis in# ousin#,

Human resource and personnel management:

. &s!at a$$a

6&6& Mc 0&7 ILL, N;7 /;L I

Personnel and Human resour%e management-

'.Subba 0ao

imalaya 'ublis in# ousin# ouse, Mumbai.

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Syn Mylan Lab