HUMAN RESOURCE DEPARTMENT

 
 

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

 
 

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

 
 
 
 
 
 

             
 
 
 
 
 
HR Department Key Areas as a business partner 
       

      
 
 
 
 

                        Vision 
 
 
 
 

                      Mission

 

     

 

 
 

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

 
 
 
 
 
 

             
 
 
 
 
 
  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 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.

 
 

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

 
 

3 

Analytical 

3 

Quality of work 

3 

Planning & Decision Making 

3 

I. Performance/ Work related skills 

Overall

Total 

Total 

5 

4 

3 

2 

1 

Weight Table 

Criteria/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

 
 

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  
 

27  

Efficiency 

Effectiveness 

Competitiveness 

The 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 basic

theme of the role of the HR TEAM 

Obliged for your valuable time

and  attention!