HUMAN RESOURCE DEPARTMENT

The Role of HR Team in the Corporate Environment

WHAT IS THE

BIG PICTURE…….

I N T E G R I T Y

OF

THE CORPORATE

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HR Department Key Areas as a business partner

Vision

Mission

The Power of Thoughts Path To Success

Every success in whatever field starts from afew hundred grams of mass sitting on our

shoulders called mind. It is like a muscle use itor it will wither. Our thoughts act as themessenger and the whole universe sets out tohelp us in what ever we dream or determine todo.

A mind with clear vision , direction & determination,having no doubts will focus on the Path To Success

Department Vision

We are Struggling to Serve Humanity with the expertise of our people who are industry leaders and

veterans, with the deepest insight.

Department Mission

We consider and retain Experience & Talent

as our

Most Valuable Resource.

HR Department Responsibilities

Establish HRM procedures to work as a partner

Develop/choose HRM methods

Monitor/evaluate HRM practices

Advise/assist managers on HRM-related

activities

HR STRATEGY, DEVELOPMENT OF HR POLICIES & SYSTEM MANUAL

Planning & development of HR System manual for the clarity of HR Policies

Follow up for the implementation of standard policies by educating all departments as how to utilize the services.

And

continue working on……… Consecutive periodic review of HR polices to improve and cope with the latest fast paced change in HR Trends in the industry.

WHAT IS HUMAN RESOURCE SYSTEM MANUAL?

General

Systems and procedure are made for the people to provide parameters for discipline, trust, smooth functioning of an organization. Smooth handling of HR issues breeds trust and employees satisfaction. HR systems Manual assists in achieving these objectives.

Scope

It covers Human Resource Key Areas as Manpower planning & recruitment,

Performance Evaluation, Training, Service Rules, HR administration, etc and it is based on current practices with slight changes which should be consistently updated for any changes.

Updates

In case of any amendments in future, the responsibility for such changes vests with HR Team, i.e., review, modify and circulate and educate amendments according to all concerned.

Manpower Planning

Recruitment Policy and Induction Process

Remuneration structure

Safety, Security, Health Medical Care & Environment (SSHE)

Performance Appraisal Process

Training

Salary Review/ Promotion

Business Travel

Leave Policy, working Hours, Attendance and Holidays

Code of Conduct

Grievance Procedures, Disciplinary Measures and Process

End of Service

HUMAN R SYSTEMS AND PROCEDURS SHOULD CLARIFY AND COVER…………

PHARMAGEN LIMITED

How we have utilized the Performance Appraisal Process…

Performance Appraisal Process has been carried out at Pharmagen with great success while practicing the following guidelines.

Policy Objective Annual Appraisal Process Procedure Continuous Review Support Counseling Interview / Feedback

Modified Form - Performance Appraisal (Management & Officers)

There was a need to modify the Performance Appraisal Process in order to bring more

•Transparency and clarity

•Simplicity and

•Objectivity

We developed new Forms which were simple and easy to complete and the change proved very successful………….

Points of Discussion for the Appraisal

Discussion should be carried out in a neutral place other than the office

Achievements Shortfalls Goals: Discuss and set goals with the employee for next year:

Goals should be SMART….Specific: Measurable :Achievable: Relevant: Time –bound

Development Plan / Training Needs Assessment Please highlight training needs and other development plans (including transfer, job rotation/ additional responsibility, etc. to improve his effectiveness or to prepare him for future roles in the areas e.g.1.Technical/ Job Knowledge 2.Behavioral 3.Management Based on promotion potential (or lack of skills) weakness identified above, list specific training/development needs of the individual and recommend training required which could be either In House training or External training

Performance Appraisal Process

Ask the appraisee to suggestThe appraisee should be asked to suggest areas for his improvement and how he plans to achieve the same. The appraiser should be ready to suggest if the appraisee does not give an acceptable response for improving himself.Decide together plan of actionThe appraiser and appraisee should decide on a plan of action which may include any formal training which the subordinate should undergo.Training and Development PlanThe training requirements identified by the appraiser during the course of Performance Appraisal will be validated by the HR Department. Training for an individual could be given for various reasons, such as:

To improve performance in the present role/ function To impart new skills knowledge required for performing the enriched/

enlarged/ promoted job. To facilitate performance in cases of lateral functional transfer. To facilitate personal development efforts (to develop their general

capabilities as individuals so that they are able to discover and exploit their inner potential for their own and organization development purposes)

The training requirements for all the employees of the group will be collated by the HR Department in consultation with the concerned Managers and the approving authority, and accordingly training will be planned and organized for the companies/ department.

PHARMAGEN LIMITED

Guidelines for Performance Appraisal Forms

The forms applicable to the different categories are classified as below:

Management

Officers

Junior staff

The Assessment Guideline has been provided to have clarity of the definition of criteria/attributes used in the forms for Management and Officers.

How to do the Performance Evaluation Ratings

Criteria/Ratings Weight Table 1 2 3 4 5 Total OverallTotal

I. Performance/ Work related skills 3

Planning & Decision Making 3

Quality of work 3

Analytical 3

Performance Table Scores Table shows a range of columns of Rating Codes from 1 To 5 against each criteria/attribute and a column for weight table.

1.Tick on each box in the Rating Codes Table 2. Multiply it with the respective weight from the Weight Table 3. Write the result in the Total Column against the respective criteria.e.g. If “Planning & Decision Making skill is ticked at 4.The total score for Planning skill will be 12 ( 4x3=12 )

After completing Total for each criteria, sum up total score for the year in Overall Total Column

INTERNAL COMMUNICATION

Our Newsletter “PHARMAGEN NEWS & VIEWS” is a popular forum for inter-communication …..

Why is HRM Important?

Every manager manages Human Resources

Human Resources- the primary source of lasting competitive advantage

All managers responsible for leading people

Employees share responsibility for human resource management

“Customerization” means: Viewing people inside and outside the organization as customers to

be satisfied Involving customers in the design of products and services

ALL MANAGERS CONTRIBUTE FOR HR MANAGEMENT

Managing People

All managers must be concerned with activities like….

Staffing (hiring and firing)

Retention (motivating people)

Development (encourage & train)

Adjustment (alternative arrangements)

Managing change (burning issue of today)

Prentice Hall, 2001 Chapter 10 27

EfficiencyEfficiencyEfficiencyEfficiency EffectivenessEffectivenessEffectivenessEffectiveness

CompetitivenessCompetitivenessCompetitivenessCompetitiveness

The Key Issues of the BusinessThe Key Issues of the Business

Competitive Advantage

When all or part of the market prefers the firm’s products and/or services.

Quality

Cost

Customer Satisfaction

Keep three balls rolling …

How to achieve Effectiveness and Efficiency from HR Perspective?

Managing and retaining Learning Human Resource.. Who

deliver….Human Resource team is the vital

partner in any corporate to achieve the above result……

Ethical Guidelines for Managing People

Obey the law. Tell the truth. Show respect for people. Above all, do no harm. Participation not paternalism. Responsibility requires action.

I conclude here and

Hope I have conveyed the basictheme of the role of the HR TEAM

Obliged for your valuable time and attention!