Company Profile Employee Classification in HR department Performance Appraisal process Performance Appraisal Methods Staff Appraisal forms Data Collection & Analysis Conclusion Recommendations

1. Performance Appraisal Strategies in Apollo
Gleneagles Hospital
Presented by
Ishita Bose
PGPM-IB (03)
031603012
Under the guidance of:
Dr. (Prof.) Debaprasad Chattopadhyay
(Senior Professor & HOD-HR, Globsyn
Business School)

2. Company profile
• Apollo Hospitals founded by Dr. Prathap C. Reddy in 1983.
• A 510-bedded multispecialty tertiary care hospital – Apollo Gleneagles Hospitals Kolkata (AGHL), is a
joint venture between Apollo Hospitals and Parkway Holdings of Singapore.
• Apollo Gleneagles Hospitals, Kolkata is the only hospital in Eastern India to be accredited with Joint
Commission International (JCI) accreditation, the international benchmark for quality.
• Apollo Gleneagles Hospitals, Kolkata is the only hospital to receive NABL certification in six separate
categories namely Clinical Biochemistry, Clinical Pathology, Haematology & Immunohematology,
Microbiology & Serology, Histopathology & Cytopathology.

3. Employee classification in HR dept.
DGM (Joydeep
Das)
MANAGER PAYROLL
(Partho Mandal)
ASST. MANAGER
STATUTARY (Nabin
Kr. Mistry)
ASST. MANAGER
RECRUITMENT (Rajat
Suvra Samanta)
ASST. MANAGER
TIME OFFICE (Anit
Kr. Roy)
ASST. MANAGER
TRAINING (Rupam
Kr. Saha)
ASST. MANAGER
EMPLOYEE ENGAGEMENT
& WELLNESS (Chunilal
Banerjee & Josita Mitra)

4. Objectives of the study
• To effect promotions or increments based on competence and performance
• To assess the training and development needs of the employees
• To let the employees know, where they stand-in so far, as their performance is
concerned & to assist them with constructive criticism and guidance for the purpose
of their development
• To improve communication

5. Performance appraisal in Apollo Gleneagles Hospital

6. Methods of Appraisal in Apollo Gleneagles Hospital
• Apollo follows appraisal on mid-term & annual basis.
• Apollo still follows old methods (i.e., by circulating Appraisal booklets) to evaluate employee
performance.
• Also KRA is an important strategic area for an employee’s job profile. It consists of 3 areas,
performance, competencies, personal development plan.
• Appraisals are divided into four categories depending on the designation of the employees:
 WORKMAN Level – RANKING method
 STAFF Level – FACTOR RATING method
 SUPERVISIOR Level – FACTOR RATING method
 EXECUTIVE & ABOVE Level – 360 DEGREE

7. WORKMAN Level – RANKING method
• A fixed percentage of employees are kept in different performance categories like outstanding,
commendable, adequate, inadequate.
• The department heads make the decision as to which person is the best worker for a given period, who
has to be promoted, or which employee is being laid off.
• Workman appraisal report is based on parameters such as; job knowledge, competence at work, initiative,
social conduct, interpersonal relation & co-operation, discipline.
• Workman category mainly consist of staff of food & beverages dept, security dept, house cleaning dept
etc. and mostly their designations are attendant.
• In Apollo Workman category follows ranking method, & the rating scale is:
 Rank I – Outstanding (81%-100%)
 Rank II – Commendable (61%-80%)
 Rank III – Adequate (41%-60%)
 Rank IV – Inadequate (0%-40%)

8. STAFF & SUPERVISORY Level – FACTOR RATING method
• In Apollo the Staff Level & Supervisory Level are evaluated under this method where a scale is created
from 1 to 20 and the all the heads are calculated and total score is generated:
 Outstanding - (145-180) i.e., (81%-100%)
 Commendable - (109-144) i.e., (61%-80%)
 Adequate - ( 73-108) i.e., (41%-60%)
 Inadequate - ( 0-72) i.e., (0%-40%)
• If the total score is above 150, the employee overall performance is marked Outstanding (OS). If they score
110 to 144, employee is marked Commendable (C). On the basis of the total score and their overall
performance, their employees get Increment of Rs. 2000 to 4000 or Promotion, like from ‘staff nurse’ to
‘senior executive nurse’ or ‘junior technician’ to ‘senior technician’ grade.
• The components of this method for staff level are traits like punctuality/ time keeping, attendance,
commitment, communication, job knowledge, work output, quality of work, readiness to accept new ideas
& suggestions, relationship with colleagues & superiors. And for supervisory level three more traits are
marked; planning & organising, leadership, capacity for handling people.

9. STAFF APPRAISAL FORM
ASSESMENT PA TRAITS REQUIRED FOR THE JOB:

10. CONTD..
OTHER JOB-RELATED QUALITIES:

11. EXECUTIVE & ABOVE Level – 360 DEGREE
• It is a system in which employees get feedback from all the people they work with
• The contents of the form vary from broad range competencies to work environment on the basis of
personality, performance & potential. (for e.g., appearance & bearing, knowledge, skills, attitude, loyalty,
dependability, adaptability, communications, leadership qlty. etc.)
• The employee who receives the feedback is also required to fill out a self- assessment form, which again
consist of the same components. There are 37 questions for executive level.
• This system is used to get an improved understanding of every one’s strengths and weaknesses
• Ratings are given on a 9 points scale, where:
 9 - Outstanding
 7-8 – Above Average
 5-6 – Average
 3-4 – Below Average
 1-2 – Poor

12. Research Methodology
• Sample size : n=20
• Target Group: Executive, Staff, Supervisor, Workman
• Sampling technique : Random Sampling
• Questionnaire : Closed Ended Questions
• Tools used for analysis : Descriptive statistics

13. Data Collection & Analysis

14. AGREE - NEUTRAL -
DISAGREE - STRONGLY AGREE -
1. Does Apollo Gleneagles Hospital follow a Programmed Appraisal?
Employees’ response to a systematically planned appraisal system
• As we can see, 65% or 13 respondents
strongly agreed & are mostly of HR dept & are
well aware of the appraisal process.
• 30% or 6 respondents agreed, as they
expected more from the appraisal system.
• Where as 5% or 1 respondent was neutral, he
did not want to comment anything
• No one disagrees to this question, which
concludes AGHL follows a systematic
programmed appraisal.
Agree, 30%
Neutral, 5%
Strongly Agree, 65%
Programmed Appraisal
Agree Disagree Neutral Strongly Agree

15. 2. Are the employees closely engaged during Performance Appraisal process?
Agree, 30%
Disagree,
5%
Neutral,
5%
Strongly Agree,
60%
Employee engagement during Appraisal
Agree
Disagree
Neutral
Strongly Agree
Employees’ response to the engagement factor during appraisal
• 60% or 12 respondents strongly agree as
most of them are from HR department,
hence they are highly engaged during
appraisal system
• 30% or 6 respondents agreed, they were
the departmental heads & they were only
involved in marking or evaluating their
respective employees.
• 5% of respondents who disagreed to the
engagement factor are not directly involved
during appraisal system, as they don’t get
to mark themselves, i.e. the workman
category. Hence they don’t feel engaged
during appraisal process

16. 3. Does Apollo maintain effective communication between its employees?
Agree, 20%
Disagree, 10%
Neutral, 0%
Strongly Agree,
70%
Effective Communication Role
Agree
Disagree
Neutral
Strongly Agree
Employees’ response to management’s communication strategy during appraisal
• 70% or 14 respondents strongly agree as
there was constant communication among
the HR dept and all other departments.
• 20% or 4 of the respondents expected more
lucid communication from the HR, so they
just ‘agreed’.
• 10% or 2 of the respondent disagreed as he
felt left out. Also mentioned, that Apollo’s
HR dept. does not communicate with their
employees politely.

17. 4. Does Apollo reward their employees on the basis of their performances?
Agree, 25%
Disagree, 10%
Neutral, 0%
Strongly Agree, 65%
Rewards / Accolades
Agree
Disagree
Neutral
Strongly Agree
Employees’ response to management’s acknowledgement to good performance
• 65% or 13 strongly agree as they have been serving
Apollo since a long time now, and has gone through
promotions and increments as required. They are
quite happy.
• 25% or 5 agree as they are satisfied with the
acknowledgement management gives based on their
performance but still wants more increment and
promotion in a frequent manner.
• 10% or 2 disagreed, as some of them despite of their
good performance did not get promotion. But also
it’s not possible for everyone to get promotion or
increments at the same time.

18. Conclusion
• The hospital values the fact of employees being an asset to the organization.
• Employees in Apollo Gleneagles Hospital are aware of the appraisal
procedure followed in the company and are satisfied with the
implementation and related processes.
• There is a close relation among the major departments in Apollo.
• Apollo follows a systematically programmed appraisal process, and it
maintains all the rules and regulations and there are no biased views.

19. Recommendation
• Apollo does not have any online application for Appraisal system. As everything is
becoming digital now, they should start the appraisal process online. It will become
easier to manage and calculate, than doing it manually.
• The satisfaction of the employees regarding the Annual Appraisal report rating
should be increased. This can be increased if the Reviewing Authority gives them a
proper feedback regarding their rating and how to improve it.
• On the basis of the evaluation proper training should be given to the employee if
required so as to improve his performance.