GlaxoSmithKlineCompany PakistanHR Polices of Company and Organization ChartName : Syed Ali Abbas ShahRoll no: 144Class: MBA(2ndyear)Submit to: Sir Asif ChannaShah Abdul Latif University Khairpur, Sindh[Pick the date]
1ContentsName Page NO1. GSK PROFILE 32. ORGANIZATION CHART OF GSK 33. HUMAN RESOURCE MANAGEMENT 43.1 HIRARCHAY OF HUMAN RESOUECE MANAGEMENT 43.2 HR DEPARTMENT IN GSK 44. HR FUNCTIONS 54.1 HR PLANNING 54.2 TALENT SOLUTION (RECRUITMENT) 6(4.2.1)RECRUITMENT PROCESS 64.3 BENEFITS 64.4 COMPENSATION 64.5 MOTIVATION 64.6 STAR CLUB 74.7 SUPER STAR 74.8 PERFORMANCE APPRAISAL 74.9 HR OPERATIONS 74.10 EMPLOYEE HEALTH MANAGEMENT 74.11 HR STRATEGY, COMMUNICATION SYSTEM 84.12 LEADERSHIP AND ORGANIZATION DEVELOPMENT 8
2AcknowledgementFirst of all I am very thankful to Almighty Allah for giving me a strengthcourage tolerance and wisdom to bring this proposal to completion.My teacher Sir AsifChanna is always there to help me and give me aconstant guidance and assistance to make me a fallow right path andgive me a right lead and boost up whenever I need
3GlaxoSmithKline Company PakistanGSK PROFILEGlaxoSmithKline is a leading multinational pharmaceutical organization with 7% marketshare worldwide and 15% market share in Pakistan.GSK holds largest field force (786) in Pakistan and 40 in Multan. Company has annualturnover of Rs.7.5 Billion in Pakistan. In 2003 GSK is grew faster than the market.The purpose of this assignment is to know about the company organization chart and HRpolices.ORGANIZATION CHART OF GSKBordof directorsCharimenD.chairmenPresident &CEOAdvisory comittee onorganization developmentExcutive vicepresidentMarketing DeptTrade NetCenterStrategic Marketing Dept HRM DeptOverseas & Domestic Branchoffice rsFinance DeptExhibition DeptAudit officerAdvisory comittee ontrade promotion
4HUMAN RESOURCE MANAGEMENTHuman resource management plays very important role in any organization. There are so manyfunctions of HR in the organization which will coordinate the employees in the organization andachieve the organization goal.1.HIRARCHAY OF HUMAN RESOUECE MANAGEMENT:2.HR DEPARTMENT IN GSK:GSK employees are 100000 people in 119 countriesIn GSK, HR department is very important and clearly defined department. The departmentperforms the personnel and administrative functions it has a direct link with the employees andunderstand their needs and wants.HR HEADPERSONALMANAGERHREXECUTIVE
5HR FUNCTIONS1. HR PLANNING:HR or manpower planning is the process by which the management determines how andorganization should move from its current manpower position. Though planning a managementstrives to have a right number the right kinds of people, at the right place, at right time to do thethings which result both the organization and the individual receiving maximum long rangebenefitsHRDPlanningRecruitmentCompensationPerformanceAppraisalMotivationOperationsEmploymentHealthManagementStratgies andleadership
62. TALENTSOLUTION (RECRUITMENT):We support global and local recruitment activities including policy, systems, branding, and alsoonline candidate sourcing, as well as ensuring that the quality of talent hired is maintained inthe organization(2.1)RECRUITMENT PROCESS:First bio data collected from the perspective of the workersThe P.M interviews him/her then, interview are collected on the basis of which sectionhe is going to the placed the employee.His experience also taken to the considerationsIf he/she has all the technical qualifications then a declaration letter will be given tohim/her.If there are unskilled employees so they are first appointed as a helper.3. BENEFITS:Besides planning, financing, and operating our benefits programs, we monitor their success andprovide a consultancy, audit, and approval process for programs outside , including pensions,shares, and healthcare and childcare plans.4. COMPENSATION:This team plans, designs, and communicates compensation programs such as long-termincentives, management bonuses, andOrganization-specific plans. We also oversee base pay, sales incentives, and staff bonus program5. MOTIVATION:Company motivates employees (Sales Force) by giving them incentives not only in the shape ofmonetary terms (Up to annually Rs.150,000) but also Via “STAR CLUB” & “SUPER STARCLUB” On the achievement of their quarterly targets with +ve& highest growth over last year onregional & zonal basis.
76. STAR CLUB:The key prerequisites are the achievements of overall quarter targets with highest growth in theregion.Rewards are, Medal+ Certificate+ Household Gift.7. SUPER STAR:The member of this super club is, who Star Club member is for three times in a year.Rewards are Gold medal + Certificates + 2 Umrah Tickets8. PERFORMANCE APPRAISAL:In performance appraisal, the supervisors about employees’ strengths & weakness, hisportability & potential also give appraisal recommendations, which become a basis foremployee’s career progression.GlaxoSmithKline uses “Past Oriented Appraisal Method” for its employees. Employees areevaluated on three categories:o Skills and Competencieso Overall Annual Objectiveso Sales Achievement (For Sales Department)Here “Behavioral Anchored Rating Scales” approach is used.“In skills a competencies” GSK uses “Behavioral Expectation Scale” in which specificnamed behaviors are used as benchmarks.9. HR OPERATIONS:In support of the corporate and business staff functions, were responsible for HR policies,procedures, and employee relations, diversity leadership, compliance, and equal opportunities.10. EMPLOYEE HEALTH MANAGEMENT:Our goal is to protect and enhance the health of all employees. Our responsibilities includehealth strategies, employee health support, and occupational health and disability management.
811. HR STRATEGY, COMMUNICATION SYSTEM:Providing a variety of programs and services to HR colleagues, line management and employees,our responsibilities include the strategic planning process, HR measurement, compliance, andoperational effectiveness.12. LEADERSHIP AND ORGANIZATION DEVELOPMENT:Our programs and services include senior management conferences, executive exchange, talentreviews, employee opinion research, performance and development planning, as well as avariety of learning resources.