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PPD Firm Organizational Culture Essay

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Updated: Jun 4th, 2020


PPD is a drug development firm that stated its business operations in 1985 as a consulting firm run by one person in Maryland. According to PPD (2012), the firm is among the leading contract research organizations (CRO) as it has branches in 45 countries and with a total of 11, 500 professionals. As a result, it has continued to be guided by various principles which relates to employee engagement, quality execution, scientific and medical expertise and global reach.

An analysis of the culture at PPD

The firm practices various values that characterize various cultures as presented in the organizational culture profile (OCP) topology. As a result, its organizational culture of PPD is envisaged in its value statement. To begin with, according to PPD (2012), one of the values of its core values is working with unwavering integrity and pride in its business processes. Moreover, the firm listens to its customers by committing its efforts in meeting and their customers’ expectations as it remains customer focused. These values therefore mean that the firm exercises a people oriented culture. The firm accomplishes this through practicing supportiveness and respecting rights of individuals. This makes it to be a people oriented firm.

Furthermore, the firm also exhibits an innovative culture. According to Scott and Mannion (2003) an innovative culture is characterized by flexibility, adaptability and experimenting new ideas. This culture is also enshrined in the firm’s value statement which relates to commitment to growth through improvement of operations and through pursuance of opportunities in furthering its business capabilities (PPD, 2012).

In addition, the firm also exhibits a team oriented culture. This culture relates to collaboration and cooperation amongst employees and other stakeholders. This is clearly indicated by its value that relates to recognition of employees as the foundation of the firm’s success. Additionally, the firm recognizes individuals and teams in its operations (PPD, 2012).


Policies of hiring and laying off employees at PPD

According to PPD (2011), PPD practice high degree of staff professionalism. This professionalism is based on good hiring policies and professionalism in lying off of employees. Therefore, the policies that the firm exercise in recruitment of its workforce is intended to achieve professional development of its workforce through training from diverse pool of talents across the world.

Therefore, the firm applies various policies when hiring its workforce. The policies include proper identification of the skills required whenever there is a vacancy. The human resource management is tasked with the responsibility of identifying the required skills in the firm and searching for the same from research and learning institutions among others in order to identify the best candidates. Thereafter, the identified candidates are subjected to competitive selection process which includes various categories of interviews in the effort of selecting the best. However, laying off is only done when the performance appraisal of an employee over a long period of time is rated below average and when there are no efforts for improvement.

Dress code at PPD

On the policies that relate to the dress code of the firm, PPD strictly adheres to medical dress codes. For instance, staff working in the laboratories has their uniform that uniquely identifies themselves in the organization. The same applies to other departments in the organization since each department has its unique uniform that is universal in all related organizations. This dress code is in line with the medical conservative style. According to Scott and Mannion (2003), in addition of the dressing code being a professional matter, it is also a matter of safety in their working environment.

For that reason, the dress code at PPD applies to all staff irrespective of their position. For instance, whether one is a doctor, a receptionist or a technician, the dress code remains universal to all. As a result, the firm provides medical uniforms such as coats in order to make their employees presentable. For that case, the dressing code also acts as an organizational culture (Zuzelo, 2010).

Performance evaluation criteria at PPD

A performance evaluation criterion is a process that is used by the firm in order to determine employee’s results. These results are used to establish whether the employee can be promoted or if his or her remuneration can be increased. Moreover, the process also identifies gaps if any in the training programme. Therefore, supervisors at the beginning of every year review every employee job objectives and goals. The employee is thereafter evaluated based on criteria such as communication, leadership and management, job knowledge, personal and interpersonal skills.

Promotion criteria at PPD

In relation to performance evaluation criteria, promotion criteria at PPD are based on individual employee performance. The best performing employees are promoted annually and their remuneration increased accordingly. Moreover, promotion is also based on expertise and experience of these employees. This ensures that all employees have an upward growth in their professional careers.


To wind up, it is important to note that hiring policies, dress code, performance evaluation criteria and promotion criteria relates to its organizational culture profile which include a people oriented, innovative and team oriented culture. This is so since its hiring policies are committed to ensure that the firm recruits people who have the capability of promoting innovation and who are able to work in teams. A performance evaluation criterion is done to ensure that organizational culture is upheld by all of its employees.


PPD. (2011). PPD Recognized for Outstanding Employee Training and Development. Web.

PPD. (2012). Core Principles. Web.

Scott, T., & Mannion, R. (2003). Health performance and organizational culture. UK:Radcliffe Medical Press.

Zuzelo, P.R. (2010). The clinical nurse special handbook. Canada: Jones and Barlett Publishers.

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