Challenges faced by HR managers in Pharmaceutical Sector and some possible solutions.

1. CHALLENGES FACED
BY THE
HR MANAGERS
IN
PHARMACEUTICAL INDUSTRY
PRESENTED BY : 1. AISHWARAYA GUPTA - 01
2. BHARATH G - 03
3. MANISHA NAIR - 15
4. SEJAL WAGHELA - 25

2. HR FUNCTION IN PHARMA
Demand for senior executives is particularly high in areas such clinical
research, medical diagnostics, hospitals and research & development (R&D)
activities
1. Robust hiring intent
Many companies are either setting up or expanding their R&D activities in
India. Pharma companies find it difficult to get skilled people for R&D
2. Expanding R&D activities
Pharma is in a consolidation phase, but many companies in medical diagnostics
and medical devices segments are looking to establish their subsidiaries in India.
Some of them already have. Accordingly, they get requests for executives who
can head their businesses in India
3. Business heads for new subsidiaries
Prescription medicines cannot be advertised in mass media unlike other
consumer products. So, the field force of a drug company, also known as
medical representatives, is the critical link to spur sales by pushing a
company's brands through doctors and hospitals.
4. Increase in workforce

3. HR FUNCTION IN PHARMA
HR Policies and Procedures are Important as they provide structure, control, consistency, fairness
and reasonableness. Also ensure compliance with employment legislation, inform employees of
their responsibilities and Company's expectations. They provide transparency in how recruitment
processes will be managed, and should be easily accessible by all team leaders and employees
5. Drafting HR Policies
With high expenses of non-compliance, pharma companies require complete consistent compliance
training programs. A learning management framework is a basic accomplice in compliance monitoring
and training. Flexible training tends to expand maintenance and decreases the danger of compliance violations
6. Compliance Training & Maintenance
Ethical cultures are vital in helping organizations shift focus from short-term profits to long-term
sustainability, ensuring that work benefits everyone. As the experts on people and
organizations, HR professionals have unique access to staff throughout their careers, as well as
opportunities to influence the organization’s strategy and the way it manages its workforce.
7. Torch bearers of ethics
Salary and rewards are parts of compensation which is designed by the HR
along with higher official to device the salary of an individual
8. Compensation

4. HR CHALLENGES AND ISSUES
1
2
3
4
SKILL
DEFENCIENCIES
LEADERSHIP
CRISIS
RETENTION
OF QUALITY
TALENT
ALIGNING
VALUES,
CULTURE &
BELIFES

5. HR CHALLENGES AND ISSUES
8
7
6
5 STRESS AT
WORKPLACE
SETTLING
DOWN TIME
NON-
EXECUTION
OF BIG
PLANS
.
UPDATING
POLICIES

6. •REDUCTION IN INFRA STRUCTURE COST
•BEST-IN-CLASS PROGRAMS
•LACK OF COMMUNICATION
•HR INITIATIVE OVERLOAD
PHARMACIA
MOSANTO MERGER
•10-11% ABSENTEEISM
•22% EMPLOYEE TURNOVER
•UNAWARE OF HRM POLICIES
•BUREAUCRACY
•TALENT ATTRITION
RASH
PHARMACEUTICALS
•SATISFIED – RECRUITTMENT AND SELECTION
•DISSATISFIED–HR PLANNING , WORKING
ENVIRONMENT , COMPENSATION POLICY ,
APPRAISAL SYSTEMS
SQUARE
BEXIMCO
RENATA
ESKAYEF BANGLADESH
A FEW PHARMA CASES

7. POSSIBLE SOLUTIONS
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HR OUT
SOURCING
NEW INCENTIVE
PROGRAMS
COMPENSATION
Exit
interview
EMPLOYEE
FOCUSED HR
MODELS

8. HR OUT SOURCING
CYFUTURE
BAMBEE
HARRIS BPO
INFOSYS BPO
G&A PARTNERS
ACADIA HR
ERPCORPORATION
AEGIS

9. NEW INCENTIVE PROGRAMS
Remunerative Incentives
Financial Incentives
Moral Incentives
Coercive Incentives
Natural Incentives

10. EMPLOYEE FOCUSED HR MODELS
Commitment
Care
CommuniationCelebration
Community

11. EXIT INTERVIEW
Some Questions For Exit Interview :
1. Why are you leaving ?
2. Where are you going ?
3. What do you think – geographic location, position of title, name of
organisation….your job…your training.. Etc.
4. How do you generally feel about the company as a place to work?
5. Would you considr returning to the company?
6. What could have been done to prevent your departure?
7. Suggestions or comments.

12. THANK YOU