HUMAN RESOURCE

DEPARTMENT

The Role of HR Team in the

Corporate Environment
WHAT IS THE
BIG PICTURE.

INTEGRITY
OF
THE CORPORATE
T
E
A
M
T ogethe
Er
A
M
T ogethe
Er
A veryon
Me
T ogethe
Er
A veryon
Me
chieves
T ogether
E veryone
A chieves
More
 Vision

Mission
HR Department Key Areas as
a business partner
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
 We are
Struggling to Serve Humanity
with the expertise of our people
Department Vision
who are industry leaders and
veterans, with the deepest insight.
 We consider and retain

Department Mission
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.
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
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
Weight Table 1 2 3 4 5 Total Overall
Criteria/Ratings Total

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 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
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)

The Key Issues of the Business

Effectiveness
Efficiency

Competitiveness

Prentice Hall, 2001 Chapter 10 27

Competitive Advantage

When all or part of the

market prefers the firms
products and/or services.
Keep three balls rolling

Quality
Cost
Customer Satisfaction
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!