HR Management

HR Management
NP by Nivedita Parulekar
HR
Strategic approach to managing an organization's human resources, encompassing functions such as
recruitment, training, performance management, compensation, and employee relations.
Talent Acquisition Innovation Regulatory

Recruiting highly qualified Attracting and retaining top Compliance
scientists, researchers, sales talent, which is crucial in a field Ensures that employees are
representatives, critical to the where research and well-versed in compliance
industry's success. development are constantly requirements, such as GMP and
evolving. GCP.
Key Functions of HR
Employee Relationships Performance Planning

Handling employee grievances, Management Developing and implementing HR
conflicts, and maintaining a Assessing and improving strategies and policies.
positive work environment. employee performance to drive
productivity and meet business
objectives.
Compensation & Benefits Recruitment & Talent Training & Development

Managing competitive Acquisition Ensuring that employees are
compensation packages and Identifying, sourcing, and hiring equipped with the necessary
benefits to attract and retain top the right talent to meet the skills and knowledge
talent. company's research, production,
and marketing needs.
Recruitment and Talent Acquisition
Employer brand Job analysis
Developing a unique and attractive employer Conducting a thorough job analysis to create
brand to attract top talent. accurate job descriptions.
Selection Onboarding
Designing and executing selection procedures Creating an effective onboarding process to
to hire the best fit candidates. integrate new hires into the company culture.
Training and Development
1 Needs Assessment
Assessing employee needs to identify the type and format of training needed.
2 Planning and Implementation

Planning and implementing training programs that are learner-centered, effective, and
aligned with organizational strategy.
3 Evaluation and Feedback

Evaluating the effectiveness of training and providing feedback to improve employee
performance.
Performance Management
Goal Setting Coaching and Mentoring Compensation and

Setting measurable and Providing guidance, support, and Benefits
achievable goals that are aligned feedback to improve employee Designing and administering a
with organizational objectives. skills and performance. fair and competitive
compensation system that
recognizes and rewards
employee performance.
Employee Relations
1 Communication 2 Employee Engagement
Establishing effective Creating a positive work
communication channels to environment that fosters
ensure mutual understanding, employee motivation,
trust, and respect between commitment, and
management and employees. satisfaction.
3 Conflict Resolution
Establishing procedures for resolving conflicts between employees
and management.
Compensation
Sum of all the rewards employees receive in exchange for their work and services provided to the
organization.
Both monetary and non-monetary rewards and is designed to attract, retain, motivate, and reward
employees for their contributions.
Key Components:
Base Salary: The fixed amount of money paid to an employee monthly. Base
salaries can vary significantly depending on the role, experience, and location.
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Bonuses and Incentives: Performance-based bonuses and incentives to

encourage employees to meet or exceed specific goals. This can include sales
targets for sales representatives/ marketers or project milestones for
researchers.
Stock Options and Equity: Some companies provide stock options or equity to
senior employees, allowing them to share in the company's success and
growth over time.
Benefits
Non-monetary forms of compensation provided by employers to enhance the overall well-being and job
satisfaction of their workforce.
Key Components:
Health Insurance: Comprehensive health coverage - medical, dental, and
vision plans, is essential in the pharma industry to ensure employees have
access to healthcare services.
Life Insurance: Offers peace of mind to employees and their families, especially
given the rigorous nature of pharmaceutical work.
Retirement Plans: 401(k) plans or pension schemes, help employees save for
their future financial security.
Other benefits include paid time off (PTO), flexible work arrangements,
professional development & wellness program
Leadership Styles
1 Transformational leadership
Encouraging innovation, creativity, and
continuous improvement through
Transactional leadership 2 visionary leadership, motivation, and
Establishing clear goals, expectations, inspiration.
and rewards for compliance to rules and
regulations.
3 Laissez-faire leadership
Giving employees autonomy and
freedom to work independently with
Servant Leadership 4 minimal direction from management.
Prioritize the needs of their team
members first. They are empathetic,
supportive, and selfless, aiming to serve
the best interests of their employees and
the organization.
Role of HR in Leadership
Development
1. Leadership Development Program
2. Talent Identification & Succession Planning
3. Recruitment & Selection
4. Leadership Assessment
5. Collaborate with leaders for employee engagement & retention
Case Study - Transformational
Leadership in Pharma
Organizational Behaviour and Factors
Influencing in Pharma
Influence of External Social and Ethical Considerations
Environment Psychological Factors Ensuring ethical behavior and
Understanding how external Analyzing how social and decision-making by
factors such as market psychological factors such establishing a code of
competition, regulation, and as company culture, conduct, values, and
economic conditions can leadership, and employee principles that align with the
impact the organization's motivation can influence the company's mission and
culture and behavior. behavior of individuals and vision.
groups.
Company Culture, Diversity, and
Inclusion
Diversity Company Culture Work-Life Balance

Creating an inclusive and diverse Cultivating a positive and Promoting work-life balance
workplace that respects and engaging company culture that initiatives that enhance employee
recognizes individual differences aligns with the company's values, well-being, satisfaction, and
and fosters creativity, innovation, mission, and vision. productivity.
and collaboration.
Hiring Sales and Marketing Teams in
Pharma
1 Recruiting Talented Salespeople
Identifying the necessary skills and characteristics in a successful pharma sales
representative to ensure hiring the right candidate.
2 Providing Effective Onboarding

Enabling new hires to understand the organization's culture, mission, and values, as well as
the specific products, services, characteristics, and benefits of their new role.
3 Providing Ongoing Training

Enabling sales teams with ongoing training resources to stay updated and productive in
their work.
Sales Force Effectiveness and Inspiring
Innovation in the Workplace
Sales Force Effectiveness Inspiring Innovation in the
Assigning territories and accounts efficiently Workplace
Tracking sales targets and customer Cultivate an open culture where everyone can
engagement rate share new ideas
Offering commission-based motivation to Orienting the workplace environment to suit
promote prompt sales creative thinking and ideation
Reducing bureaucracy
Strategies for success
Aligning HR, Leadership, and Organizational Behavior with marketing goals
1 Aligning HR, Leadership, and Organizational Behavior with Marketing Goals

Strategic alignment, clear communication, performance metrices
2 Building a High-Performance Marketing Team
Recruitment, leadership development & organizational support
3 Encourage Innovation & Adaptability
Leadership support, L&D, Organizational culture
4 Ensuring Ethical Marketing Practices
Leadership commitment, compliance & Organizational Behavior
Recap
1 HR Management - Importance in Pharma, Key functions
2 Leadership
3 Organizational Behavior
4 Impact on Pharma Marketing

HR Management

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HR Management

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HR Management

Talent Acquisition Innovation Regulatory

Employee Relationships Performance Planning

Compensation & Benefits Recruitment & Talent Training & Development

2 Planning and Implementation

3 Evaluation and Feedback

Goal Setting Coaching and Mentoring Compensation and

Bonuses and Incentives: Performance-based bonuses and incentives to

Diversity Company Culture Work-Life Balance

2 Providing Effective Onboarding

3 Providing Ongoing Training

1 Aligning HR, Leadership, and Organizational Behavior with Marketing Goals

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