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 ogether
E
A
M
T ogether
E veryone
A
M
T ogether
E veryone
A chieves
M
T ogether
E veryone
A chieves
M 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.
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
Criteria/Ratings
Weight Table
I. Performance/ Work related skills
3
Planning & Decision Making
3
Quality of work
3
Analytical
3
1
2
3
4
5
Total
Overall
Total
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
Efficiency
Effectiveness
Competitiveness
Prentice Hall, 2001
Chapter 10
27

Competitive Advantage
 When
all or part of the
market prefers the firm’s
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!