HUMAN RESOURCE DEPARTMENT

1. HUMAN RESOURCE DEPARTMENT The Role of HR Team in the Corporate Environment

2. WHAT IS THE BIG PICTURE……. I N T E G R I T Y OF THE CORPORATE

3. T E A M

4. ogether T E A M

5. ogether veryone T E A M

6. ogether veryone chieves T E A M

7. ogether veryone chieves ore T E A M

8. HR Department Key Areas as a business partner Vision Mission

9. The Power of Thoughts Path To Success Every success in whatever field starts from a few hundred grams of mass sitting on our shoulders called mind. It is like a muscle use it or it will wither. Our thoughts act as the messenger and the whole universe sets out to help us in what ever we dream or determine to do. A mind with clear vision , direction & determination, having no doubts will focus on the Path To Success

10. Department Vision We are Struggling to Serve Humanity with the expertise of our people who are industry leaders and veterans, with the deepest insight.

11. Department Mission We consider and retain Experience & Talent as our Most Valuable Resource.

12. 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

13. 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.

14. WHAT IS HUMAN RESOURCE SYSTEM MANUAL? General Systems and procedure are made forthe peopleto provide parameters for discipline, trust, smooth functioning of an organization. Smooth handling of HR issuesbreeds 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.

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

16. PHARMAGEN LIMITEDHow 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

17. 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………….

18. 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

19. Performance Appraisal Process Ask the appraisee to suggest The 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 action The appraiser and appraisee should decide on a plan of action which may include any formal training which the subordinate should undergo. Training and Development Plan The 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.

20. PHARMAGEN LIMITEDGuidelines forPerformance 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.

21. How to do the Performance Evaluation Ratings 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

22. INTERNAL COMMUNICATION

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

24. Why is HRM Important? • Every manager manages Human Resources • Human Resources- the primary source of lasting competitive advantage

25. ALL MANAGERS CONTRIBUTE FOR HR MANAGEMENT • 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

26. 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)

27. The Key Issues of the Business Effectiveness Efficiency Competitiveness Chapter 10

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

29. Keep three balls rolling … • Quality • Cost • Customer Satisfaction

30. 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……

31. 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.

32. I conclude here and Hope I have conveyed the basic theme of the role of the HR TEAM Obliged for your valuable time and attention!