HR Polices of Company and Organization Chart
Name : Syed Ali Abbas Shah
Roll no: 144
Class: MBA(2nd year)
Submit to: Sir Asif Channa
Shah Abdul Latif University Khairpur, Sindh
[Pick the date]
1. GSK PROFILE
2. ORGANIZATION CHART OF GSK
3. HUMAN RESOURCE MANAGEMENT
HIRARCHAY OF HUMAN RESOUECE MANAGEMENT
HR DEPARTMENT IN GSK
4. HR FUNCTIONS
4.1 HR PLANNING
4.2 TALENT SOLUTION (RECRUITMENT)
4.6 STAR CLUB
4.7 SUPER STAR
4.8 PERFORMANCE APPRAISAL
4.9 HR OPERATIONS
4.10 EMPLOYEE HEALTH MANAGEMENT
4.11 HR STRATEGY, COMMUNICATION SYSTEM
4.12 LEADERSHIP AND ORGANIZATION DEVELOPMENT
First of all I am very thankful to Almighty Allah for giving me a strength
courage tolerance and wisdom to bring this proposal to completion.
My teacher Sir Asif Channa is always there to help me and give me a
constant guidance and assistance to make me a fallow right path and
give me a right lead and boost up whenever I need
GlaxoSmithKline Company Pakistan
GlaxoSmithKline is a leading multinational pharmaceutical organization with 7% market
share worldwide and 15% market share in Pakistan.
GSK holds largest field force (786) in Pakistan and 40 in Multan. Company has annual
turnover 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 HR
ORGANIZATION CHART OF GSK
Advisory comittee on
Advisory comittee on
Strategic Marketing Dept
Overseas & Domestic Branch
HUMAN RESOURCE MANAGEMENT
Human resource management plays very important role in any organization. There are so many
functions of HR in the organization which will coordinate the employees in the organization and
achieve the organization goal.
1.HIRARCHAY OF HUMAN RESOUECE MANAGEMENT:
2.HR DEPARTMENT IN GSK:
GSK employees are 100000 people in 119 countries
In GSK, HR department is very important and clearly defined department. The department
performs the personnel and administrative functions it has a direct link with the employees and
understand their needs and wants.
1. HR PLANNING:
HR or manpower planning is the process by which the management determines how and
organization should move from its current manpower position. Though planning a management
strives to have a right number the right kinds of people, at the right place, at right time to do the
things which result both the organization and the individual receiving maximum long range
2. TALENTSOLUTION (RECRUITMENT):
We support global and local recruitment activities including policy, systems, branding, and also
online candidate sourcing, as well as ensuring that the quality of talent hired is maintained in
First bio data collected from the perspective of the workers
The P.M interviews him/her then, interview are collected on the basis of which section
he is going to the placed the employee.
His experience also taken to the considerations
If he/she has all the technical qualifications then a declaration letter will be given to
If there are unskilled employees so they are first appointed as a helper.
Besides planning, financing, and operating our benefits programs, we monitor their success and
provide a consultancy, audit, and approval process for programs outside , including pensions,
shares, and healthcare and childcare plans.
This team plans, designs, and communicates compensation programs such as long-term
incentives, management bonuses, and
Organization-specific plans. We also oversee base pay, sales incentives, and staff bonus program
Company motivates employees (Sales Force) by giving them incentives not only in the shape of
monetary terms (Up to annually Rs.150,000) but also Via “STAR CLUB” & “SUPER STAR
CLUB” On the achievement of their quarterly targets with +ve& highest growth over last year on
regional & zonal basis.
6. STAR CLUB:
The key prerequisites are the achievements of overall quarter targets with highest growth in the
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 Tickets
8. PERFORMANCE APPRAISAL:
In performance appraisal, the supervisors about employees’ strengths & weakness, his
portability & potential also give appraisal recommendations, which become a basis for
employee’s career progression.
GlaxoSmithKline uses “Past Oriented Appraisal Method” for its employees. Employees are
evaluated on three categories:
o Skills and Competencies
o Overall Annual Objectives
o Sales Achievement (For Sales Department)
Here “Behavioral Anchored Rating Scales” approach is used.
“In skills a competencies” GSK uses “Behavioral Expectation Scale” in which specific
named behaviors are used as benchmarks.
9. HR OPERATIONS:
In support of the corporate and business staff functions, we're 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 include
health strategies, employee health support, and occupational health and disability management.
11. 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, and
12. LEADERSHIP AND ORGANIZATION DEVELOPMENT:
Our programs and services include senior management conferences, executive exchange, talent
reviews, employee opinion research, performance and development planning, as well as a
variety of learning resources.