Pharmaceutical Company

Pharma is an international research-driven, branded generic

pharmaceutical company specializing in the formulation development,
manufacturing, testing and marketing of a wide range of quality, affordable
medicines.

We manufacture and market brands trusted by healthcare professionals

around the world. We are the only company whose manufacturing facility,
in Pakistan, is approved by the World Health Organization, Geneva (WHO).
Our Quality Control Laboratory is also the first and only in Pakistan to have
been Pre-qualified and approved by WHO.
 Changing Environment of HRM

• GLOBALIZATION:
The company send managers from the home country to foreign countries for training. Training
will be either on new innovative machine or the study of new drug’s formulae. Then managers
convey this training to the subordinates.
• TECHNOLOGICAL:
1. Microlearning strategy should be adopted.
2. Replace pharmacotherapy to Virtual reality.
3. Digital pills.
4. Automated matching of drug intervention data with patients to predict drug treatment results.
• TRENDS IN NATURE OF WORK:

• WORKFORCE DEMOGRAPHIC TREND:

Education minimum criteria of workers must be graduate.
Age not minimum than 20 years.
 PLANNING ACTIVITY
• HIERARCY OF T & D DPT.
DIRECTOR

MANAGER

ASSISTANT TRAINING AND

COORDINATOR
MANAGER NEED ANALYSIS

GENETORIAL
FACULTY FACULTY
STAFF
 NUMBER OF EMPLOYEES HIRED
• The total number of employees would be 20.
including Director, Manager, Assistant
manager, training & need Analysis Manager,
Coordinator, 10 members of faculty (faculty
members differentiate according to their
specific course) and 5 members of Janitorial
staff.
Qualification And Experience
 How & when training will be sufficient

• Whenever new machines invented in the

company so training must be given to the
processing of machine by upper management.
• New packaging training to the packaging staff.
• Training of sales person to illustrate the use of
particular medicine.
• Send managers to foreign countries to
conduct sessions
 RECRUITMENT, SELECTION AND
COMPENSATION ACTIVITY
• BEST MEDIUM FOR ADVERTISEMENT:
The best medium for advertisement would be
newspaper. The most important and main
reason for choosing this medium is that it is so
authentic, there would be no chances of fake
news. Easily available in everywhere and e-
commerece version is too available .
• COMPREHENSIVE RECRUITEMENT PROCESS
RECRUITMENT PLANNING:
the first step to analyzed and describe the vacant position. It
includes job specifications and its nature, qualifications and skills
required for the job, etc.
SCREENING OR SHORTLISTING:
now filtering the application of candidates for further processes.
RECRUITMENT TESTS:
after shortlisting resumes conduct the test of selected
candidates.
INTERVIEW:
interview would be conducted of those who cleared tests.
 FINAL CRITERIA OF SELECTION
• The weighted average CGPA
• Fitness in medical test
• Groomed personality
COMPENSATION OFFERED TO EMPLOYEES

• Paid incentives on extra working hours

• If half day is given by employees then called
them on Saturday to complete working hours
same for the absentees.
• Performance base bonuses.
• Paid leave for vacation and sick days.
• Medical facility or medical insurance.
• Educational insurance for employee’s kids
 SOCIETAL AND PERSONAL OBJECTIVES

• SOCIAL ACTIVITIES OFFERED TO EMPLOYEES:

Gymnasium
Indoor Games
Social spots like Park, cafeteria
Celebration of promotions and birthdays
Annual diners or picnics
 BENEFITS OF SOCIAL ACTIVITIES
• By gymnasium employees can fit themselves.
• Having indoor games can illuminate mental stress or
pressure
• Creating a “social spot” for employees will give them
an area where they can decompress or socialize
without distracting other colleagues.
• Employees will also benefit from having team outings –
such as volunteer events or lunches – with other
employees from different departments that they
typically don’t get to interact with.
 PERSONAL OBJECTIVES
• Career growth and development
• Culture that supports new learning
• Gain new knowledge or information that
helps employees to do a specific job
• Develop social and leadership skills
• Promotions based on A rated criteria
OBJECTIVES THAT BENEFITS BOTH EMPLOYEE
AND ORAGNIZATION
• For getting promotions employees will give
their 100% on given JD which ultimately
beneficial of organization.
• New learning and knowledge will help
organizations to updated their products.
• Having a good leader will eventually effects
the performance of subordinates, which helps
in achieving organizational goals.
 Approaches of Human Resource Management

There are many different approaches to HRM. These approaches define HRM from different
perspectives
• Strategic Approach:
• In order for strategic human resource management to be effective, human resources (HR)
must play a vital role as a strategic partner when company policies are created and
implemented. Strategic HR can be demonstrated throughout different activities, such as
hiring, training, and rewarding employees.
• Strategic HR involves looking at ways that human resources can make a direct impact on a
company’s growth. HR personnel need to adopt a strategic approach to developing and
retaining employees to meet the needs of the company’s long-term plans.
• HR issues can be a difficult hurdle to cross for many companies, there are all kinds of
different components that can confuse business owners and cause them to make ineffective
decisions that slow down the operations for their employees as well as their business.
• To ensure that you never have to worry about being lost on HR related issues again, click the
download button below for your  one-page document of the 7 steps to strategic human
resource management.
Management Approach

• Management is a process of planning, decision making, organizing,

leading, motivation and controlling the human resources, financial,
physical, and information resources of an organization to reach its goals
in an efficient and effective manner.
• Management as a systematic process of planning, organizing, staffing,
leading and controlling. As managers, people carry out the managerial
functions of planning, organizing, staffing, leading, and controlling.
• The concepts and activities of management apply to all levels of
management, as well as to all types of organizations and activities
managed.
• The aim of all managers is universal: to create a surplus.
• Management identifies a special group of people whose job is to direct
the effort and activities of other people towards common objectives
Management Approach

• Management is a process of planning, decision making, organizing,

leading, motivation and controlling the human resources, financial,
physical, and information resources of an organization to reach its goals
in an efficient and effective manner.
• Management as a systematic process of planning, organizing, staffing,
leading and controlling. As managers, people carry out the managerial
functions of planning, organizing, staffing, leading, and controlling.
• The concepts and activities of management apply to all levels of
management, as well as to all types of organizations and activities
managed.
• The aim of all managers is universal: to create a surplus.
• Management identifies a special group of people whose job is to direct
the effort and activities of other people towards common objectives.
Human Resource Approach

• People are human beings with lots of potential

and intellectual abilities it is important to treat
people with respect and dignity. Human resource
management (HRM or HR) is the strategic
approach to the effective management of people
in a company or organization such that they help
their business gain a competitive advantage. It is
designed to maximize employee performance in
service of an employer's strategic objectives
Proactive Approach
• Proactive or preventative human resources is the
strategic development of plans for recruiting, selecting,
managing and motivating people. Proactive recruiting
means crafting specific plans for recruiting employees
who are the best fit for your organization. Proactive HR
management processes include development of
effective compensation programs that pay people fairly
and competitively. They also include management
approaches that are known to motivate employees to
deliver optimum performance on a regular basis.
Reactive Approach
• Strategic planning to react to human resources
crises are important. HR managers need to know
what to do when employee troubles arise.
However, reactive HR is often regarded as putting
out fires and living in HR chaos because managers
wait until employee issues come to a head before
they try to handle them. By this time, symptoms
may have become overwhelming for the business
and its employees. Reactive
System Approach
• A system is a set of interrelated but separate elements or parts
working together for a common goal. HRM system is a system
which transforms employees into productive human resources.
The input components are transformed into refined output
throughout managerial process. Various sub-systems like;
employment, training and development, compensation,
maintenance, personnel resources are activated in HRM
system. HRM system should adopt environmental changes like;
political, economical, socio-cultural , and technological goal.
HRM system is the open system that consists of input,
processing/transformation and output relationship
 Job Analysis and Designing

• Job analysis coducted in every department o the company with keen

observation HR department along with the heads off other
functional department conduct job analysis in order to find any
opening or vacancies.
• After the vacancies are found in any specific department, HR
specialists with the assistance of line managers draft job description
for that particular job opening. After the JDs formulated, the
Company publishes the job opening in the news papers and online
job portal listing companiners job profile and criteria that will be
required for executing task nd duties mention in the official job
description. A brief description of the working condition is given,
such as the atmosphere and the office environment that is most
appropriate.
Techniques of job redesigning

• Work simplification It can be done by providing efficient technology or

trained the employees for the latest markets trends.
• Reengineering Business Process Reengineering involves the radical redesign
of core business processes to achieve dramatic improvements in
productivity, for this purpose market survey will be done by the compny’s
HR volunteers if there is any medicine which give side effects so it’s a
compnay responsibility to provide cure by redesign the formula.
• Job rotation in this process HR survey the department of a compnay to find
out the multitalented individual who have such potential to accomplish
different task in a given time. This process helps to develop the carrer of the
employee as well as company.
• Job enlargment after the survey of a compnay HR suggests to provide
training to the employee which helps employee to learn new techniques and
skills which helps to promote them.
Autonomous work team
• The general purpose of using autonomous work groups
is that several individuals working together toward a
common task or project goal should typically come up
with broader and stronger ideas that one person
working alone. Other benefits of autonomous work
groups may include sharing of responsibilities, built-in
support mechanisms for employees, better overall
ideas and results, creative exchanges and a sense of
belonging and importance -- all of which are important
elements of employee motivation on the job
 Recruitment
Constraints And Challenges

 
• Job Requirement
• Short and concise details will be used to advert
the position, which will cater all the requirements
of the Organization needed for the position.
•  
• Most of the position requires lengthy and detailed
description such as Department Head, Managerial
position or Director
 
• Cost
• The Market competitive salary will be given to the selected candidate, and
also based on the capabilities and skills.
• Incentives
• Medical Benefits
• Leaves entitlements
• Casual
• Sick leave
• Annual leave
• EOBI
• Provident Funds
•  
•  
• Organizational Policy
• Compensation Policy
• Early off
• Flexible working hours
• Work from home
•
 
• Employee Status Policy
• Contractual Based Job:
• No benefits given to contractual employees expect off on weekdays
and public holidays
• Permanent Based Job:
• Continuing Professional Development Training
• Bonuses
• Leave Entitlement
• Gratuity
• Provident Funds
• After three years of outstanding services the employee awarded promotion
•  
• International Hiring Policy
• The company approaches outsource firm for the recruitment of higher
position, such as Head of Department, Director, or depends upon the area of
responsibilities.
 
 Recruitment Channel

• Internal Recruitment Channels:

• Portals
• Notice Boards
• Internal Emails
• External Recruitment Channels:
• HRSG
• Prime HR Association
• Professional Association
Comprehensive Recruitment Process
Choosing best from the screened
applicants
Initial:
Form development
Fill application form (physical or ePortal)
Substantive selection:
Interviews
IQ test
Contingent selection:
Submission of Medical Report
 Recruitment channels
Internal Recruitment channels

• when the business looks to fill the vacancy

from within its existing workforce
• by posting jobs on employee portals
• by announcement on company’s soft board
• by promoting employee to fill the existing
vacancy
 
 External Recruitment channels

• Following channels are used for hiring.

• Walkin interviews
• Employee Referrals
• Private placement agencies
• Temporary help agencies
• On company’s website
 Personnel planning & Recruitment
External challenges

• Customers are less aware about the new

medicine and have some fear factors to take a
new medicine for this customers awareness
program will be organized by company.
• Company also work against the rising competitors
to develop healthy business in a pharma industry.
• New technology will also adapt by company or
trained the empoyees according to it. to increase
productiviy.
Internal challenges

• To maintain healthy environment which helps

the employee to learn new skills.
• We develop such policies which help to achieve
the organizational goals.
• To become a global healthcare organization and
to be recognized as domestic and
internationally integrated healthcare and
pharmaceutical company through Innovation,
Quality and Competence.
Forecasting techniques

• We used following techniques to identify the

upcoming or existing problems and their
solutions.
• Nominal group techniques.
• Delphi techniques.
 
Supply of HR

• Estimate of internal supply

• Yearly and quarterly audit of employee will be
done by HR which helps to recognize, which
employee needs training or promotion.
• Estimate of external supply
• Companies policy give chance to experience
and fresh graduate to polish their skills in a
company environment
Implementation of HR Plans

• Company will terminate those employees who

disobey the rules and regulations after giving
them three warnings.
• Frequent turnover of employee can caused
the productivity of company. So we provide
incentives to the employees by which we
reduced voluntary attrition.
•  
THANK YOU