Pharma Veterans

Reviewing the Standard Corporate Hierarchy – Asrar Qureshi’s Blog Post #1036 Dear Colleagues! This is Asrar Qureshi’s Blog Post #1036 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing our contributions here. Credit: Kampus Production Credit: Mikhail Nilov Credit: Yan Krukau Preamble Layer upon layer is the standard team structure that has been around for decades or even centuries. As far as I have been able to understand, the hierarchy was established centuries ago as the communities and tribes formed. Someone was appointed Tribal Chief whose job was to command everyone else. More senior positions like Tribal Elders were created to accommodate more aspiring candidates. Then spiritual leaders and Shamans claimed to be among the seniors and were accepted. The same sense of hierarchy has been prevailing ever since, in every corporate.  Organizations are ...

AI Driven Performance Management of Future – Asrar Qureshi’s Blog Post 975 Dear Colleagues! This is Asrar Qureshi’s Blog Post 975 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing your contributions here. Credit: Anna Shvets Credit: MART Production Credit: Sora Shimazaki Talent Management has three top metrics: Engagement, Performance, and Retention. Most organizations in Pakistan, however, separate these three and apply different tools and tactics to each of these. Performance management is easier because systems in vogue such as KPIs can be copied and installed. Engagement is more complex as it relates to employees’ emotions. Retention is usually maneuvered through offering extra money, perks, and benefits. Performance management, if done holistically, can tackle all three issues. Our focus in this post is on how new technology of AI will impact the pro...

Approaches to Performance Management – Asrar Qureshi’s Blog Post #974 Dear Colleagues! This is Asrar Qureshi’s Blog Post #974 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing your contributions here. Performance management must be as old as the history of organized work can be traced. Even the individuals working alone would have measured their own performance, and then maybe their family members. The tribal chief would have measured the tribe’s performance collectively besides focusing on certain individuals. As the work became organized, one owner enslaved/ employed several people on farms and in factories. The owner not just kept an eye on his employees, he would hire few supervisors whose job was to ensure no one was sitting idle or shirking work. This later led to layers of management, and it became thicker and more powerful by the day. Management s...

Biases in 360-degree Appraisals and their Mitigation – Asrar Qureshi’s Blog Post #973 Dear Colleagues! This is Asrar Qureshi’s Blog Post #973 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing your contributions here. Credit: fauxels Credit: Jean-Daniel Francoeur Credit: Tima Miroshnichenko 360-degree appraisal is a way to get feedback on performance of an employee from different perspectives. In this system, bosses, co-workers, and subordinates rate the performance of an individual who is usually from mid-level to senior level of management. At these levels, there are enough related employees to provide sufficient data for a detailed assessment. 360-degree feedback may be helpful for creating a long-term roadmap for the employee’s future performance, including training and development. Fewer companies in Pakistan do 360-degree appraisals at certain manage...

Recent Trends in Annual Appraisal System – Asrar Qureshi’s Blog Post #845 Dear Colleagues!  This is Asrar Qureshi’s Blog Post #845 for Pharma Veterans. Pharma Veterans aims to share knowledge and wisdom from Veterans for the benefit of Community at large. Pharma Veterans Blog is published by Asrar Qureshi on  WordPress, the top blog site. Please email to asrar@asrarqureshi.com for publishing your contributions here. Photo Credit: MART Production Photo Credit: Tima Miroshnichenko Major objections on annual or semi-annual appraisal system may be summarized as follows. • Annual Performance Review is a review of the past; distant, or near. Most commonly the more recent examples are taken for discussion. • APR measures performance against a set of indicators which were set a year ago. It does not take into account changes which might have taken place in the corporate landscape over time. • APR does not view the incremental changes in the performance of employees. • APR divi...