CVS/pharmacy (commonly called CVS) is the second largest pharmacy chain in the United States (after Walgreens), with approximately 7,027 stores in 45 states and Puerto Rico.[1] As the retail pharmacy division of CVS Caremark, it sells prescription drugs and a wide assortment of general merchandise, including over-the-counter drugs, beauty products and cosmetics, film and photo finishing services, seasonal merchandise, greeting cards and convenience foods through their CVS/pharmacy and Longs Drugs retail stores and online through CVS.com. It also provides healthcare services through its MinuteClinic healthcare clinics as well as their Diabetes Care Centers. Most of these clinics are located within CVS stores.

CVS is incorporated in Delaware, and is based in Woonsocket, Rhode Island. It was founded in Lowell, Massachusetts in 1963.




In conducting the whole Analysis of Performance Appraisal Systems we have used two main sources of data collection, Primary and Secondary. In primary data sources we have mainly focused on Questioner as a tool for collecting data from executives of organizations under consideration. We developed a questioner having following main questions in it:

 What Performance Appraisal System mean to your organization?
 How many methods of Performance Appraisal your organization is using presently?
 Why your organization is using that particular Performance Method?
 How much it is important to your organization?
 Why there is need to appraise employees?
 Is your organization using sabbaticals?

Secondly we have used survey to some extent in our data collection for Analysis of Performance Appraisal Systems; in this regard we have surveyed 3 to 4 employees of each organization from customer relation officer to assistant Human Resource manager. They gave information regarding performance appraisal system that they are satisfied with the overall performance management system but they showed some reservations regarding their long term benefits.

The appraisal needs to be thoughtfully prepared with good examples which support the points the manager wants to make. The manager needs to review the definition for the job and appraise the performance in relation to the written job description. In addition, the job description often isn't sufficient to clarify the manager's expectations since the job description is normally written for groups of jobs rather than specific positions. The supervisor usually does the actual appraising. The HR department serves a policy making and advisory role. The supervisor needs to conduct an appraisal interview in which the written appraisal is presented.

Finally we have used internet or online reviews of different analysts regarding performance appraisal system of each organization. In these reviews we found that majority of the analysts were satisfied with the overall performance appraisal system. But they have pointed out that each organization has to revise the overall performance management system regarding employee compensation and motivation.


Assessing Human resource:
Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
 Name of employee
 Education of employee
 Job position of employee
 Name of branch in which he/she is working
 Experience of employee
 Salary level with respect to grade of the employee have
 Specialized skills the employee have…etc
1.1 Demand forcast of employee:
Demand forcast means that predicting how many employee an orgainazation will need in future. The methods which used are following:
 statistical methods
 Judgmental analysis
 Ratio analysis
 Regression analysis
NIB bank limited used statistical software in which through pi diagram mostly identified the demand and number of employees needed. Both ratio analysis and regression analysis are aspects of human resource management systems (HRIS) or (HRMS ) packages, and therefore provide more accurate and timely forecasts. This forcast have shows qunatitive and qualitative needed of future employees.
1.2 Predicting/ forcasting Supply of employee:
Forcast supply of employee means that in future what factors through which number of emplyees increase or decrease in a particular department. In NIB bank limited have following are the factors:
 Retirement
 Transfer in or out
 Sabbatical (long leaves)
 Contigent employees
 Illness
 Deaths
 New hires
 Resignation
1.3 Matching future demand of emloyee and future supply of emloyee:
HRM department of NIB bank limited match future demad of employee and future supply of employee if there is a gap HRM department moved towards recuritment and also for current employee.
Mostly HRM department have done recuritment process there is almost less chances that bank have no gap or less gap b/w future demand of employee and future supply of employee.
2. Recruiting:
Recruiting is the part of staffing. It define as,
“Process of discovering potential candidates for actual or estimated organization vacanies”
HRM department of NIB bank limited have not done too much recruiting efforts. The bank easily find out the candidate it needed. One thing more bank perform recuriting efforts only for current vacant job and it done recruiting by iteslf not with the help of other organization.

2.1 Goals of recruiting:
 HRM department first goal of recruiting to communicate the vacant job to required candidate
 Second goal of recruiting is provide enough information about job
2.3 Fator effect the recruiting efforts:
 NIB limited bank is newly estalished since 2003 it does not big with respect to assets and liablties as compard to other banks so size of bank is small that why it does less recruiting efforts.
 Unemployement rate is high in Pakistan so recruiting effort are low
 Bank will have good reputation so its image will good infront of general public due to safe working conditions, personal benefits, banking services, salary we can say that Bank will increase recruiting efforts in futures
 Bank have internal recruiting policy such as promote within wherever possible. The employee who show good performance can become the branch manager of bank.
2.4 Recruiting sources:
NIB bank used two source of recruiting
a. Internal search
b. External search
a. Internal search:
Internal search include referance from internal emloyees. Bank trust those employees who showed good performance, have long tenure with bank , orginaztion commitment behavior and offered them to recommend candidate of own choice matching with job requirements.
b. External search:
i. Advertisement
Newspaper (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein… etc)
ii. School, colleges, universities
Bank recurit fresh students from foregin unversities and from best universities, institues of Pakistan, some names are following:
 Institute of Business Administration
 Lahore University of Management Sciences
 Institute of Business Management
 National University of Science and Technolog
Recuriting alteranatives:
 Intership package
 Contract workers
 Contegent workers
3. Jon analysis:
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is called Job analysis. Job analysis is very important as job analysis information is used in Selecting and recruiting, compensation, performance evaluation, training and in resolving other issues which NIB Bank faces. The methods which are used in collecting current job analysis information are
 The interview
 Questionnaires
a) The Interview for job analysis:
Interview is a big source in collecting information in the job analysis. Individual employees, group of employees and supervisors with vast knowledge about jobs are interviewed. The format of interview is Structured and unstructured. In structured interview a set of sequence of questions are followed by interviewers and in unstructured type of interview the interviewer pursues points of interest as they come up in response to questions.
b) Questionnaires:
In questionnaire the employees solve the fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended. The following common data the HR department get after job analysis:
i) Education Requirements for Banking operations Jobs
 B.Com (Bachelor’s degree in Commerce): It is one of the most basic requirements of any Banking firm.
 M.Com (Master’s degree in Commerce): From any reputed and recognized college or university would be an added benefit.
 CPA (Certified Public Accountant) : A CPA degree is optional but it will surely give you an edge over the other Banking operations job seekers.
 Knowledge of book keeping, auditing, Banking, finance and analysis, taxation can prove to be of great help while looking for getting a Banking operations job in a reputed firm
ii) Skills needed for getting a Banking operations job:
 Public Speaking: A good Banking operations professional should have strong communication as well as public speaking skills.
 Mathematical aptitude: A Banking operations job seeker should also have an aptitude in Mathematics and should be able to work with figures quickly and accurately.
 Risk identification skills: He or she should have extremely good analytical as well as Risk identification skills.
 Knowledge of Finance: Good knowledge of Finance and the current market scenario is also a must to get a good Banking operations job.
 Organizational skills: As a Banking operations job includes organizing work it is necessary to have good skills in this department.
 Managerial skills: Being able to do the work is another thing but being able to get the work done from others is a skill that a Banking operations professionals should have.
3.1 Job description:
After getting job analysis information the next step is to describe job description which contains the points of job identification, job summary, chain of command relationships), responsibilities and duties, standard occupational classifications and standard of performance and working conditions.
3.2 Job specifications:
After formulating job description the next step taken is job specification in which the traits of employees are defined who are assumed suitable for the job.
 
Last edited:

jamescord

MP Guru
CVS/pharmacy (commonly called CVS) is the second largest pharmacy chain in the United States (after Walgreens), with approximately 7,027 stores in 45 states and Puerto Rico.[1] As the retail pharmacy division of CVS Caremark, it sells prescription drugs and a wide assortment of general merchandise, including over-the-counter drugs, beauty products and cosmetics, film and photo finishing services, seasonal merchandise, greeting cards and convenience foods through their CVS/pharmacy and Longs Drugs retail stores and online through CVS.com. It also provides healthcare services through its MinuteClinic healthcare clinics as well as their Diabetes Care Centers. Most of these clinics are located within CVS stores.

CVS is incorporated in Delaware, and is based in Woonsocket, Rhode Island. It was founded in Lowell, Massachusetts in 1963.




In conducting the whole Analysis of Performance Appraisal Systems we have used two main sources of data collection, Primary and Secondary. In primary data sources we have mainly focused on Questioner as a tool for collecting data from executives of organizations under consideration. We developed a questioner having following main questions in it:

 What Performance Appraisal System mean to your organization?
 How many methods of Performance Appraisal your organization is using presently?
 Why your organization is using that particular Performance Method?
 How much it is important to your organization?
 Why there is need to appraise employees?
 Is your organization using sabbaticals?

Secondly we have used survey to some extent in our data collection for Analysis of Performance Appraisal Systems; in this regard we have surveyed 3 to 4 employees of each organization from customer relation officer to assistant Human Resource manager. They gave information regarding performance appraisal system that they are satisfied with the overall performance management system but they showed some reservations regarding their long term benefits.

The appraisal needs to be thoughtfully prepared with good examples which support the points the manager wants to make. The manager needs to review the definition for the job and appraise the performance in relation to the written job description. In addition, the job description often isn't sufficient to clarify the manager's expectations since the job description is normally written for groups of jobs rather than specific positions. The supervisor usually does the actual appraising. The HR department serves a policy making and advisory role. The supervisor needs to conduct an appraisal interview in which the written appraisal is presented.

Finally we have used internet or online reviews of different analysts regarding performance appraisal system of each organization. In these reviews we found that majority of the analysts were satisfied with the overall performance appraisal system. But they have pointed out that each organization has to revise the overall performance management system regarding employee compensation and motivation.


Assessing Human resource:
Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
 Name of employee
 Education of employee
 Job position of employee
 Name of branch in which he/she is working
 Experience of employee
 Salary level with respect to grade of the employee have
 Specialized skills the employee have…etc
1.1 Demand forcast of employee:
Demand forcast means that predicting how many employee an orgainazation will need in future. The methods which used are following:
 statistical methods
 Judgmental analysis
 Ratio analysis
 Regression analysis
NIB bank limited used statistical software in which through pi diagram mostly identified the demand and number of employees needed. Both ratio analysis and regression analysis are aspects of human resource management systems (HRIS) or (HRMS ) packages, and therefore provide more accurate and timely forecasts. This forcast have shows qunatitive and qualitative needed of future employees.
1.2 Predicting/ forcasting Supply of employee:
Forcast supply of employee means that in future what factors through which number of emplyees increase or decrease in a particular department. In NIB bank limited have following are the factors:
 Retirement
 Transfer in or out
 Sabbatical (long leaves)
 Contigent employees
 Illness
 Deaths
 New hires
 Resignation
1.3 Matching future demand of emloyee and future supply of emloyee:
HRM department of NIB bank limited match future demad of employee and future supply of employee if there is a gap HRM department moved towards recuritment and also for current employee.
Mostly HRM department have done recuritment process there is almost less chances that bank have no gap or less gap b/w future demand of employee and future supply of employee.
2. Recruiting:
Recruiting is the part of staffing. It define as,
“Process of discovering potential candidates for actual or estimated organization vacanies”
HRM department of NIB bank limited have not done too much recruiting efforts. The bank easily find out the candidate it needed. One thing more bank perform recuriting efforts only for current vacant job and it done recruiting by iteslf not with the help of other organization.

2.1 Goals of recruiting:
 HRM department first goal of recruiting to communicate the vacant job to required candidate
 Second goal of recruiting is provide enough information about job
2.3 Fator effect the recruiting efforts:
 NIB limited bank is newly estalished since 2003 it does not big with respect to assets and liablties as compard to other banks so size of bank is small that why it does less recruiting efforts.
 Unemployement rate is high in Pakistan so recruiting effort are low
 Bank will have good reputation so its image will good infront of general public due to safe working conditions, personal benefits, banking services, salary we can say that Bank will increase recruiting efforts in futures
 Bank have internal recruiting policy such as promote within wherever possible. The employee who show good performance can become the branch manager of bank.
2.4 Recruiting sources:
NIB bank used two source of recruiting
a. Internal search
b. External search
a. Internal search:
Internal search include referance from internal emloyees. Bank trust those employees who showed good performance, have long tenure with bank , orginaztion commitment behavior and offered them to recommend candidate of own choice matching with job requirements.
b. External search:
i. Advertisement
Newspaper (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein… etc)
ii. School, colleges, universities
Bank recurit fresh students from foregin unversities and from best universities, institues of Pakistan, some names are following:
 Institute of Business Administration
 Lahore University of Management Sciences
 Institute of Business Management
 National University of Science and Technolog
Recuriting alteranatives:
 Intership package
 Contract workers
 Contegent workers
3. Jon analysis:
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is called Job analysis. Job analysis is very important as job analysis information is used in Selecting and recruiting, compensation, performance evaluation, training and in resolving other issues which NIB Bank faces. The methods which are used in collecting current job analysis information are
 The interview
 Questionnaires
a) The Interview for job analysis:
Interview is a big source in collecting information in the job analysis. Individual employees, group of employees and supervisors with vast knowledge about jobs are interviewed. The format of interview is Structured and unstructured. In structured interview a set of sequence of questions are followed by interviewers and in unstructured type of interview the interviewer pursues points of interest as they come up in response to questions.
b) Questionnaires:
In questionnaire the employees solve the fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended. The following common data the HR department get after job analysis:
i) Education Requirements for Banking operations Jobs
 B.Com (Bachelor’s degree in Commerce): It is one of the most basic requirements of any Banking firm.
 M.Com (Master’s degree in Commerce): From any reputed and recognized college or university would be an added benefit.
 CPA (Certified Public Accountant) : A CPA degree is optional but it will surely give you an edge over the other Banking operations job seekers.
 Knowledge of book keeping, auditing, Banking, finance and analysis, taxation can prove to be of great help while looking for getting a Banking operations job in a reputed firm
ii) Skills needed for getting a Banking operations job:
 Public Speaking: A good Banking operations professional should have strong communication as well as public speaking skills.
 Mathematical aptitude: A Banking operations job seeker should also have an aptitude in Mathematics and should be able to work with figures quickly and accurately.
 Risk identification skills: He or she should have extremely good analytical as well as Risk identification skills.
 Knowledge of Finance: Good knowledge of Finance and the current market scenario is also a must to get a good Banking operations job.
 Organizational skills: As a Banking operations job includes organizing work it is necessary to have good skills in this department.
 Managerial skills: Being able to do the work is another thing but being able to get the work done from others is a skill that a Banking operations professionals should have.
3.1 Job description:
After getting job analysis information the next step is to describe job description which contains the points of job identification, job summary, chain of command relationships), responsibilities and duties, standard occupational classifications and standard of performance and working conditions.
3.2 Job specifications:
After formulating job description the next step taken is job specification in which the traits of employees are defined who are assumed suitable for the job.

hey buddy,

Please check attachment for Corporate Social Responsibility Report on CVS, so please download and check it.
 

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