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. T E A M. ogether. T E A M. ogether veryone. T E A M. ogether veryone chieves. T E A M. ogether veryone chieves ore. T
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
The Role of HR Team in the Corporate Environment
I N T E G R I T Y
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
A mind with clear vision ,
direction & determination,
having no doubts will focus
on the Path To Success
Struggling to Serve Humanity
with the expertise of our people
who are industry leaders and
veterans, with the deepest insight.
We consider and retain
Experience & Talent
Most Valuable Resource.
Planning & development of HR System manual for the clarity of HR Policies
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.
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.
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.
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.
Recruitment Policy and Induction Process
Safety, Security, Health Medical Care & Environment (SSHE)
Performance Appraisal Process
Salary Review/ Promotion
Leave Policy, working Hours, Attendance and Holidays
Code of Conduct
Grievance Procedures, Disciplinary Measures and Process
End of Service
Performance Appraisal Process has been carried out at Pharmagen with great success while practicing the following guidelines.
Specific: Measurable :Achievable: Relevant: Time –bound
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
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:
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.
The forms applicable to the different categories are classified as below:
The Assessment Guideline has been provided to have clarity of the definition of criteria/attributes used in the forms for Management and Officers.
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
Our Newsletter “PHARMAGEN NEWS & VIEWS” is a popular forum for inter-communication …..
Managing and retaining Learning Human Resource.. Who deliver….
Human Resource team is the vital partner in any corporate to achieve the above result……
Hope I have conveyed the basic
theme of the role of the HR TEAM
Obliged for your valuable time