ERP implementation at a Pharma company in PakistanArsalan Humayun
The document contain the ERP implementation and benefits attained by implementing an ERP system in a pharmaceutical company like Sanofi. Specially in Pakistani market.
Human resource management in pharma sectorBHARATH G
The document discusses challenges faced by HR managers in the pharmaceutical industry. It outlines several challenges: 1) a need for skilled employees in areas like clinical research and R&D due to expanding R&D activities and new subsidiaries, 2) the importance of drafting comprehensive HR policies and compliance training to ensure legal compliance, and 3) retaining top talent and addressing skill deficiencies, leadership crises, and workplace stress. The document also provides examples of HR issues faced by specific pharmaceutical companies and suggests possible solutions like outsourcing HR functions, implementing new incentive programs, and adopting employee-focused HR models.
Power point presentation On "EMPLOYEE SATISFACTION" at Lupin Limited,AnkleshwarDhaval Prajapati
Lupin was established in 1968 in India and has since grown to over 70 countries with its headquarters in Mumbai. It began with 600 employees and is now the world's largest manufacturer of tuberculosis drugs. The document discusses Lupin's production, HR, and mini project departments. It provides organizational structures and details on HR policies, procedures, benefits, and training. It also describes a job satisfaction survey conducted among Lupin employees.
This document provides a summary of a report on the recruitment and selection process of Square Pharmaceuticals Ltd. It begins with an introduction that outlines the background and significance of studying Square's HR practices. The objectives are stated as examining Square's overall HR policies with an emphasis on understanding the recruitment and selection process. An overview of Square's organizational profile and history is then provided. The document concludes by stating that the main goal is to investigate employees' perceptions of the recruitment process at Square and identify any problems to suggest improvements.
Lupin Limited is an Indian pharmaceutical company headquartered in Mumbai. It has cutting edge research facilities and manufacturing plants. The company places strong emphasis on outstanding HR policies and strategies to attract and retain talent. Some of its policies include a whistleblower policy to promote transparency, and a PhD program that allows employees to pursue further studies while working. This helps with talent retention in research roles. The company also focuses on continuous learning opportunities to develop its scientific workforce.
Project Report on Shifa International Hospital Ltd. 16.5.2013Dreams Design
This document is a project report on the Total Quality Management (TQM) of Shifa International Hospital Ltd. It begins with introductory sections like the title page, messages of support, and a table of contents. The main body of the document is divided into two chapters. Chapter 1 discusses the objectives, scope, mission, vision, values, and organizational structure of Shifa International Hospital. Chapter 2 covers Total Quality Management and the quality policies, objectives, and management practices implemented at Shifa International Hospital to ensure service quality.
The document discusses Shifa International Hospital, which was founded in 1988 by doctors working in the US. The hospital aims to provide high quality medical care to the people of Pakistan. Its mission is to offer good quality medicine and surgery to all patients with care and compassion through an outstanding team of healthcare professionals. The hospital values compassion, commitment, teamwork, quality, respect and accountability.
ERP implementation at a Pharma company in PakistanArsalan Humayun
The document contain the ERP implementation and benefits attained by implementing an ERP system in a pharmaceutical company like Sanofi. Specially in Pakistani market.
Human resource management in pharma sectorBHARATH G
The document discusses challenges faced by HR managers in the pharmaceutical industry. It outlines several challenges: 1) a need for skilled employees in areas like clinical research and R&D due to expanding R&D activities and new subsidiaries, 2) the importance of drafting comprehensive HR policies and compliance training to ensure legal compliance, and 3) retaining top talent and addressing skill deficiencies, leadership crises, and workplace stress. The document also provides examples of HR issues faced by specific pharmaceutical companies and suggests possible solutions like outsourcing HR functions, implementing new incentive programs, and adopting employee-focused HR models.
Power point presentation On "EMPLOYEE SATISFACTION" at Lupin Limited,AnkleshwarDhaval Prajapati
Lupin was established in 1968 in India and has since grown to over 70 countries with its headquarters in Mumbai. It began with 600 employees and is now the world's largest manufacturer of tuberculosis drugs. The document discusses Lupin's production, HR, and mini project departments. It provides organizational structures and details on HR policies, procedures, benefits, and training. It also describes a job satisfaction survey conducted among Lupin employees.
This document provides a summary of a report on the recruitment and selection process of Square Pharmaceuticals Ltd. It begins with an introduction that outlines the background and significance of studying Square's HR practices. The objectives are stated as examining Square's overall HR policies with an emphasis on understanding the recruitment and selection process. An overview of Square's organizational profile and history is then provided. The document concludes by stating that the main goal is to investigate employees' perceptions of the recruitment process at Square and identify any problems to suggest improvements.
Lupin Limited is an Indian pharmaceutical company headquartered in Mumbai. It has cutting edge research facilities and manufacturing plants. The company places strong emphasis on outstanding HR policies and strategies to attract and retain talent. Some of its policies include a whistleblower policy to promote transparency, and a PhD program that allows employees to pursue further studies while working. This helps with talent retention in research roles. The company also focuses on continuous learning opportunities to develop its scientific workforce.
Project Report on Shifa International Hospital Ltd. 16.5.2013Dreams Design
This document is a project report on the Total Quality Management (TQM) of Shifa International Hospital Ltd. It begins with introductory sections like the title page, messages of support, and a table of contents. The main body of the document is divided into two chapters. Chapter 1 discusses the objectives, scope, mission, vision, values, and organizational structure of Shifa International Hospital. Chapter 2 covers Total Quality Management and the quality policies, objectives, and management practices implemented at Shifa International Hospital to ensure service quality.
The document discusses Shifa International Hospital, which was founded in 1988 by doctors working in the US. The hospital aims to provide high quality medical care to the people of Pakistan. Its mission is to offer good quality medicine and surgery to all patients with care and compassion through an outstanding team of healthcare professionals. The hospital values compassion, commitment, teamwork, quality, respect and accountability.
This document provides information about inventory management practices at GlaxoSmithkline Consumer Healthcare Ltd (GSKCH). It discusses GSKCH's existing ABC analysis criteria for inventory categorization. It then proposes alternative criteria and compares the existing and proposed approaches. The document also discusses other inventory management techniques used at GSKCH like FSN classification, level setting, and economic order quantity calculations. Key findings from studying GSKCH's inventory include a need to recategorize some items and apply additional modern techniques to help reduce inventory investment and costs.
Top 10 PCD Companies in Thiruvananthapuram, KeralaSidharth Kaistha
Thiruvananthapuram is capital of Kerala with highest population in the sate. Pharma sector is also doing great business here. If you are looking for a right opportunity then go with these Top 10 PCD Companies in Thiruvananthapuram Kerala.
GlaxoSmithKline Pakistan Limited is a leading pharmaceutical company that operates in two main segments: pharmaceuticals and consumer healthcare. It has a flat organizational structure and values transparency, integrity, patient focus, and respect for people in its organizational culture. The company offers a diverse range of products and uses operational strategies like increasing production capacity and marketing strategies like focusing on top products to maintain its strengths in the competitive market. Its human resources management promotes diversity and a shared culture across the organization.
This presentation provides an overview of the human resource management practices of PRAN RFL Group, one of the largest conglomerates in Bangladesh. It introduces the group and its founders. It then discusses the group's recruitment and selection process, training programs, performance appraisal system, compensation practices, and human resource information systems. The presentation provides details on each of these HR functions and how they are implemented at PRAN RFL Group. It aims to describe how the group ensures it has the right human capital through its standardized HR processes and policies.
The presentation provides information about Square Pharmaceuticals Ltd. It introduces the group members and discusses the history and regulatory authorities of the pharmaceutical sector in Bangladesh. It then focuses on Square Pharmaceuticals Ltd., outlining their corporate focus of mission, vision and objectives, products and product life cycle, BCG matrix, principal activities related to healthcare, employees and social responsibility. Sources of information are also referenced.
The document provides details about a study conducted on the recruitment and selection process of Shaheen Medical Services (SMS). It describes SMS's organizational structure, history, vision, and various divisions. It also outlines the human resources practices at SMS, including functions like recruitment, selection, training, and performance management. The author's internship experience at the HR division of SMS is discussed, during which they learned about and assisted with various recruitment and selection activities like screening resumes, conducting exams, and processing results. Some issues observed in SMS's selection process are also mentioned, such as limited workforce and favoritism.
Glaxo-smithkline company pakistan assingmentAli Shah
This document provides information about GlaxoSmithKline's HR policies and organization structure in Pakistan. It includes:
- An organization chart showing GSK's board of directors and departments like marketing, finance, and HR.
- An overview of GSK's HR functions in Pakistan like recruitment, benefits, compensation, performance appraisal, and employee health management.
- Details of GSK's motivation programs for sales employees including the Star Club for achieving quarterly targets and Super Star Club for being in Star Club three times a year.
Lupin Limited is proposing to expand its existing pharmaceutical manufacturing facility in Mandideep, Madhya Pradesh. The expansion will increase production capacity of 6 existing products and add 8 new products. Total project cost is estimated at Rs. 2000 lakhs. No additional land is required as the expansion will occur within the existing 230,447 sqm facility. The expansion is expected to create 200 new jobs.
This document provides an overview of GlaxoSmithKline Consumer Healthcare Limited (GSKCH) and the Indian food processing industry. It discusses the major sectors in food processing, key players like GSKCH, Britannia, Nestle and Dabur. It then focuses on GSKCH, describing its business, brands, plants, departments and provides a SWOT analysis and financial analysis comparing it to other food companies.
The document is a study on employee welfare facilities at Hindustan Lifecare Limited (HLL) in Kanagala, India. It discusses the company profile, objectives of the study, research methodology, findings and suggestions. HLL was established in 1966 and started operations in 1969. It established a second unit in Kanagala in 1986. The study aimed to understand employee satisfaction with existing welfare facilities and identify areas for improvement. It found that most employees were aware of welfare benefits but some felt quality could be improved. It suggested enhancing canteen food quality and providing transport for contract workers.
Pakistan Tobacco Company was incorporated in 1947 and is part of British American Tobacco. It produces high quality tobacco products that are sold in 180 markets worldwide. The company has a centralized but also decentralized structure. It aims to transform into a more innovative and consumer-focused company that grows productively and responsibly. The company has short and long-term planning processes and is departmentalized functionally.
GlaxoSmithKline Pakistan - Career DevelopmentZeeshan Ali
GlaxoSmithKline (GSK) is a leading research-based pharmaceutical company formed through a merger in 2001. The document outlines GSK's history, vision, mission, values, behaviors, strategic priorities, training and development programs, and career development opportunities. GSK's values include respect for people, patient focus, transparency, and integrity. Its strategic priorities are to grow a diversified global business, deliver more products of value, simplify operations, empower individuals, and build trust. GSK provides various training, development plans, rotations, and resources to help employees advance their careers.
Importance of Motivation and Retention in Restaurant Industry Sampledissertationprime
This document outlines a dissertation on the importance of motivation and retention in the London restaurant industry. It begins with an introduction that discusses the importance of the hospitality industry in the UK economy and defines key terms like motivation and retention. It then presents the aim and objectives of evaluating the importance and interrelationship of staff motivation and retention on organizational performance at MotiMahal Restaurant in London. Next, it provides an overview of the research framework and literature review on theories of staff motivation and retention. It also includes a case study of MotiMahal Restaurant in Covent Garden, London to aid the research. The document concludes by justifying the use of a mixed methods research approach for the study.
This resume is for Denni Dhanraj, an Indian national with over 15 years of experience in marketing and management roles in the medical devices industry. He holds a Bachelor's degree in Physics from the University of Madras and has undergone corporate training in financial management and leadership. His objective is to take a leading management role utilizing his strengths in areas like strategic planning, business development, sales and marketing. The resume provides details of his professional experience working for various medical device companies such as Edwards Lifesciences, Baxter India, and Mafatlal Medical Devices, in roles spanning sales, business development, and general management.
Glaxo smithkline company pakistan assignmentAli Shah
GlaxoSmithKline is a leading pharmaceutical company with a 15% market share in Pakistan. The document outlines GSK's organization chart and HR policies. It describes GSK's HR department structure and key functions such as recruitment, benefits, compensation, performance appraisal, employee health management, and leadership development. The HR department works to coordinate employees, achieve organizational goals, and understand employee needs.
This document provides details about an organizational study conducted at KKR Group of Companies Pvt. Ltd. It includes an introduction explaining the purpose of the study. The objectives are to understand the functions of various departments, get exposure to business processes, analyze the company's status, and identify strengths, weaknesses, opportunities and threats. The study covers the company and industry profiles, organizational structure, departments, SWOT analysis, findings, suggestions and conclusion. It aims to provide insight into the real-world functioning of the organization.
PRAN-RFL Group is a large conglomerate in Bangladesh with 17 associated companies in food and beverages, property, agro, and plastics. Their mission is to reduce poverty through profitable enterprises and employment. They produce a wide range of products from juices to building materials. PRAN has established strong brand recognition in Bangladesh and exports products to over 70 countries. While PRAN-RFL has strengths in distribution and resources, opportunities exist in exports, franchising abroad, and pursuing competitors' weak distribution channels.
The document provides details of Shahlini Rajndran's business plan for The Loft, an organic and ethnic food restaurant in Malacca, Malaysia. The summary includes the restaurant's vision to be recognized as a global leader in organic food by 2030. It also discusses the management structure, services offered, SWOT analysis, marketing strategy targeting modern families and tourists, and three-year financial projections with assumptions about revenue growth and expenses. The plan identifies technology, workforce needs and risks to address for the business to succeed.
Incepta Pharmaceuticals is Bangladesh's second largest pharmaceutical company. It has two manufacturing plants and employs over 6,500 people. The company focuses on research and development to introduce new drugs and has registered over 700 products globally. It uses a process layout for batch production of various drug types. Incepta follows quality standards and has received several certifications. It uses forecasting software and seasonal demand patterns to predict production needs. While generally well-run, opportunities exist to improve capacity utilization, quality management, and inventory practices.
This document provides information about GlaxoSmithKline (GSK), a leading research-based pharmaceutical company. It discusses GSK's objectives to serve humanity through their slogans "Do More, Feel Better, Live Longer." It also outlines GSK's major products, social responsibilities, and adherence to rules and regulations. The functions of management at GSK are explained, including planning, organizing, leading, and controlling over 100 medicines and vaccines delivered to over 160 countries.
Shezan is a Pakistani food and beverage company established in 1964. It produces a variety of products including juices, jams, pickles, sauces and squashes. The General Manager is the sole head of the company and is responsible for overseeing all operations other than financial matters. Shezan has faced some threats including extremist calls for boycotts and terrorist attacks targeting its factories due to the religious beliefs of its owners. However, the company remains successful due to its wide product range, international operations, and superior quality compared to competitors.
This document provides information about inventory management practices at GlaxoSmithkline Consumer Healthcare Ltd (GSKCH). It discusses GSKCH's existing ABC analysis criteria for inventory categorization. It then proposes alternative criteria and compares the existing and proposed approaches. The document also discusses other inventory management techniques used at GSKCH like FSN classification, level setting, and economic order quantity calculations. Key findings from studying GSKCH's inventory include a need to recategorize some items and apply additional modern techniques to help reduce inventory investment and costs.
Top 10 PCD Companies in Thiruvananthapuram, KeralaSidharth Kaistha
Thiruvananthapuram is capital of Kerala with highest population in the sate. Pharma sector is also doing great business here. If you are looking for a right opportunity then go with these Top 10 PCD Companies in Thiruvananthapuram Kerala.
GlaxoSmithKline Pakistan Limited is a leading pharmaceutical company that operates in two main segments: pharmaceuticals and consumer healthcare. It has a flat organizational structure and values transparency, integrity, patient focus, and respect for people in its organizational culture. The company offers a diverse range of products and uses operational strategies like increasing production capacity and marketing strategies like focusing on top products to maintain its strengths in the competitive market. Its human resources management promotes diversity and a shared culture across the organization.
This presentation provides an overview of the human resource management practices of PRAN RFL Group, one of the largest conglomerates in Bangladesh. It introduces the group and its founders. It then discusses the group's recruitment and selection process, training programs, performance appraisal system, compensation practices, and human resource information systems. The presentation provides details on each of these HR functions and how they are implemented at PRAN RFL Group. It aims to describe how the group ensures it has the right human capital through its standardized HR processes and policies.
The presentation provides information about Square Pharmaceuticals Ltd. It introduces the group members and discusses the history and regulatory authorities of the pharmaceutical sector in Bangladesh. It then focuses on Square Pharmaceuticals Ltd., outlining their corporate focus of mission, vision and objectives, products and product life cycle, BCG matrix, principal activities related to healthcare, employees and social responsibility. Sources of information are also referenced.
The document provides details about a study conducted on the recruitment and selection process of Shaheen Medical Services (SMS). It describes SMS's organizational structure, history, vision, and various divisions. It also outlines the human resources practices at SMS, including functions like recruitment, selection, training, and performance management. The author's internship experience at the HR division of SMS is discussed, during which they learned about and assisted with various recruitment and selection activities like screening resumes, conducting exams, and processing results. Some issues observed in SMS's selection process are also mentioned, such as limited workforce and favoritism.
Glaxo-smithkline company pakistan assingmentAli Shah
This document provides information about GlaxoSmithKline's HR policies and organization structure in Pakistan. It includes:
- An organization chart showing GSK's board of directors and departments like marketing, finance, and HR.
- An overview of GSK's HR functions in Pakistan like recruitment, benefits, compensation, performance appraisal, and employee health management.
- Details of GSK's motivation programs for sales employees including the Star Club for achieving quarterly targets and Super Star Club for being in Star Club three times a year.
Lupin Limited is proposing to expand its existing pharmaceutical manufacturing facility in Mandideep, Madhya Pradesh. The expansion will increase production capacity of 6 existing products and add 8 new products. Total project cost is estimated at Rs. 2000 lakhs. No additional land is required as the expansion will occur within the existing 230,447 sqm facility. The expansion is expected to create 200 new jobs.
This document provides an overview of GlaxoSmithKline Consumer Healthcare Limited (GSKCH) and the Indian food processing industry. It discusses the major sectors in food processing, key players like GSKCH, Britannia, Nestle and Dabur. It then focuses on GSKCH, describing its business, brands, plants, departments and provides a SWOT analysis and financial analysis comparing it to other food companies.
The document is a study on employee welfare facilities at Hindustan Lifecare Limited (HLL) in Kanagala, India. It discusses the company profile, objectives of the study, research methodology, findings and suggestions. HLL was established in 1966 and started operations in 1969. It established a second unit in Kanagala in 1986. The study aimed to understand employee satisfaction with existing welfare facilities and identify areas for improvement. It found that most employees were aware of welfare benefits but some felt quality could be improved. It suggested enhancing canteen food quality and providing transport for contract workers.
Pakistan Tobacco Company was incorporated in 1947 and is part of British American Tobacco. It produces high quality tobacco products that are sold in 180 markets worldwide. The company has a centralized but also decentralized structure. It aims to transform into a more innovative and consumer-focused company that grows productively and responsibly. The company has short and long-term planning processes and is departmentalized functionally.
GlaxoSmithKline Pakistan - Career DevelopmentZeeshan Ali
GlaxoSmithKline (GSK) is a leading research-based pharmaceutical company formed through a merger in 2001. The document outlines GSK's history, vision, mission, values, behaviors, strategic priorities, training and development programs, and career development opportunities. GSK's values include respect for people, patient focus, transparency, and integrity. Its strategic priorities are to grow a diversified global business, deliver more products of value, simplify operations, empower individuals, and build trust. GSK provides various training, development plans, rotations, and resources to help employees advance their careers.
Importance of Motivation and Retention in Restaurant Industry Sampledissertationprime
This document outlines a dissertation on the importance of motivation and retention in the London restaurant industry. It begins with an introduction that discusses the importance of the hospitality industry in the UK economy and defines key terms like motivation and retention. It then presents the aim and objectives of evaluating the importance and interrelationship of staff motivation and retention on organizational performance at MotiMahal Restaurant in London. Next, it provides an overview of the research framework and literature review on theories of staff motivation and retention. It also includes a case study of MotiMahal Restaurant in Covent Garden, London to aid the research. The document concludes by justifying the use of a mixed methods research approach for the study.
This resume is for Denni Dhanraj, an Indian national with over 15 years of experience in marketing and management roles in the medical devices industry. He holds a Bachelor's degree in Physics from the University of Madras and has undergone corporate training in financial management and leadership. His objective is to take a leading management role utilizing his strengths in areas like strategic planning, business development, sales and marketing. The resume provides details of his professional experience working for various medical device companies such as Edwards Lifesciences, Baxter India, and Mafatlal Medical Devices, in roles spanning sales, business development, and general management.
Glaxo smithkline company pakistan assignmentAli Shah
GlaxoSmithKline is a leading pharmaceutical company with a 15% market share in Pakistan. The document outlines GSK's organization chart and HR policies. It describes GSK's HR department structure and key functions such as recruitment, benefits, compensation, performance appraisal, employee health management, and leadership development. The HR department works to coordinate employees, achieve organizational goals, and understand employee needs.
This document provides details about an organizational study conducted at KKR Group of Companies Pvt. Ltd. It includes an introduction explaining the purpose of the study. The objectives are to understand the functions of various departments, get exposure to business processes, analyze the company's status, and identify strengths, weaknesses, opportunities and threats. The study covers the company and industry profiles, organizational structure, departments, SWOT analysis, findings, suggestions and conclusion. It aims to provide insight into the real-world functioning of the organization.
PRAN-RFL Group is a large conglomerate in Bangladesh with 17 associated companies in food and beverages, property, agro, and plastics. Their mission is to reduce poverty through profitable enterprises and employment. They produce a wide range of products from juices to building materials. PRAN has established strong brand recognition in Bangladesh and exports products to over 70 countries. While PRAN-RFL has strengths in distribution and resources, opportunities exist in exports, franchising abroad, and pursuing competitors' weak distribution channels.
The document provides details of Shahlini Rajndran's business plan for The Loft, an organic and ethnic food restaurant in Malacca, Malaysia. The summary includes the restaurant's vision to be recognized as a global leader in organic food by 2030. It also discusses the management structure, services offered, SWOT analysis, marketing strategy targeting modern families and tourists, and three-year financial projections with assumptions about revenue growth and expenses. The plan identifies technology, workforce needs and risks to address for the business to succeed.
Incepta Pharmaceuticals is Bangladesh's second largest pharmaceutical company. It has two manufacturing plants and employs over 6,500 people. The company focuses on research and development to introduce new drugs and has registered over 700 products globally. It uses a process layout for batch production of various drug types. Incepta follows quality standards and has received several certifications. It uses forecasting software and seasonal demand patterns to predict production needs. While generally well-run, opportunities exist to improve capacity utilization, quality management, and inventory practices.
This document provides information about GlaxoSmithKline (GSK), a leading research-based pharmaceutical company. It discusses GSK's objectives to serve humanity through their slogans "Do More, Feel Better, Live Longer." It also outlines GSK's major products, social responsibilities, and adherence to rules and regulations. The functions of management at GSK are explained, including planning, organizing, leading, and controlling over 100 medicines and vaccines delivered to over 160 countries.
Shezan is a Pakistani food and beverage company established in 1964. It produces a variety of products including juices, jams, pickles, sauces and squashes. The General Manager is the sole head of the company and is responsible for overseeing all operations other than financial matters. Shezan has faced some threats including extremist calls for boycotts and terrorist attacks targeting its factories due to the religious beliefs of its owners. However, the company remains successful due to its wide product range, international operations, and superior quality compared to competitors.
HUMAN RESOURCE ASPECT OF MERGERS AND ACQUISITIONS.pptxAkarshVaibhav1
This document discusses the human resource aspects of mergers and acquisitions. It explains that HR plays an important role in the M&A process by developing strategies, conducting due diligence on company culture, addressing employee concerns about changes, and communicating structural changes. HR must understand the cultures of both companies and any differences that could impact the integration process. Their goals are to create transition teams, manage change, and ensure a smooth transition while minimizing disruptions for employees.
Bibin organiations study at sangrose, mavelikkaraLibu Thomas
The document discusses the pharmaceutical industry and Sangrose Laboratories. It introduces the company and describes its organizational structure, departments, products, and SWOT analysis. The objectives are to familiarize oneself with the industry and company, understand how information is used for decision making, and perform a SWOT analysis to make suggestions. Key departments like human resources, finance, marketing, production, R&D, and quality assurance are examined. Strengths include experienced workforce and brand name, while weaknesses are underutilized space and expenses. The industry and company have opportunities in overseas markets but face threats from competitors and regulations.
Misconception about hr function reportMartin Nobis
This document discusses several common misconceptions about the human resources (HR) profession and aims to provide clarification. It addresses misconceptions such as HR only handling administrative tasks, not solving problems, being easy work, and more. The document emphasizes that HR requires expertise in employment law, managing complex situations, and playing both strategic and tactical roles to support organizational goals.
This document discusses the internal environment of a boutique chain called Elegant Outfits located in Saudi Arabia. It identifies five key internal factors: customers, shareholders, competitors, employees, and financial institutions. It also examines how these internal factors affect the management processes of planning, organizing, staffing, communicating, and leading. Finally, it concludes that effective management requires rational assessment, goal-setting, resource allocation, and adaptation to changes in the internal and external environment.
Product engineering is the process of designing, developing, testing and deploying a product for sale. It involves innovating the initial product concept, designing hardware and software components, and transitioning the product to volume manufacturing. Product engineering considers issues like cost, quality, performance and user experience throughout the product lifecycle from concept to deployment. The goal is to create an attractive product that contributes value to the business.
The document discusses how to effectively manage and motivate employees. It emphasizes treating employees with dignity and respect, providing them with necessary support and recognition for their contributions. It also discusses the importance of understanding what motivates individual employees and using that knowledge to help them reach their full potential through job design and other management strategies. Hiring the right people is also highlighted as critical, with Drucker's five rules provided for effective hiring.
This document provides an overview of the recruitment and selection process at Himalaya Wellness. It begins with an introduction to the organization, discussing its history and products. The document then discusses the importance of recruitment and selection for acquiring qualified talent. It describes the general recruitment process, including identifying vacancies, developing job descriptions, attracting candidates from various sources, screening and selecting candidates. It also outlines the objectives and factors influencing recruitment. Finally, it discusses the selection process and the typical steps involved, including preliminary interviews, application screening, employment tests, and selection interviews.
The document summarizes the objectives and departments of an internship at Cipla pharmaceutical company. It describes the company profile, organizational structure with departments like HR, finance, marketing, production, and quality control. It also outlines the intern's responsibilities in the time office for activities like accessing attendance systems, downloading biometric logs, calculating employee leave travel allowance, and daily time office processes. The conclusion states the internship provided insight into the company's functioning and positive work culture.
The document summarizes the objectives and findings of an internship at Cipla, an Indian pharmaceutical company. It describes the organization structure, key departments like HR, finance, marketing, production, and quality control. It also outlines the intern's responsibilities in the time office for tasks like accessing attendance systems, downloading biometric logs, calculating employee benefits like leave travel allowance. The conclusion states the internship provided insight into Cipla's operations and positive work culture.
Organizing (Theory and Practice in Educational Administration)remoroza11
This document contains notes from a lecture on organizational structures and concepts. It discusses different types of organizational structures such as line, functional, and line and staff structures. It also defines key concepts related to organizing such as formal and informal organization, and the components of a business corporation including owners/investors, board of directors, officers, and employees. The document provides examples and descriptions of different bases for building organizations and approaches to scientific management.
Human resource management involves recruiting the right employees, training and developing their skills, evaluating their performance, and ensuring fair compensation and workplace practices. It aims to maximize employees' talents while meeting business needs. Key aspects of HRM include recruitment and selection, training, performance appraisal, management of trade unions, and employee development. HRM is important as it helps organizations operate cost-effectively, satisfies and retains employees, controls budgets, improves work life quality, and ensures legal compliance with discrimination, safety, and labor laws.
Master Sanitary Ware is a Pakistani manufacturer of sanitary products founded in 1953. It has expanded over the decades to include multiple business units producing sanitary fittings, tiles, plastic products, and more. The company aims to provide high-quality products and maximize customer value through research. However, it faces weaknesses such as lack of employee motivation and centralized decision-making.
This document discusses training needs analysis (TNA) at Transaction Processing System (TPS), a fintech company. It describes TPS's TNA process, which includes collecting data from HR surveys and customer feedback to identify performance gaps. TPS then analyzes the data and provides training programs like job shadowing, team training, and online training to address the gaps. The effectiveness of the training is measured by comparing employee performance before and after training. TPS conducts TNA semi-annually to continuously improve performance and address emerging needs.
A summer internship report on Canteen standardization with reference to GSKMba projects free
This document appears to be a project report submitted for a degree. It includes sections like the title page, certificate, declaration, acknowledgements, preface, executive summary, table of contents, and company profile. The company profile section indicates that this report focuses on GlaxoSmithKline Consumer Healthcare Ltd (GSKCH), an Indian subsidiary of the UK company GlaxoSmithKline plc. GSKCH is a major player in the health food and drinks industry in India, with flagship brands like Horlicks, Boost, and Eno.
PROJECT ON PERFORMANCE MANAGEMENT SYSTEMpankaj8108
This document provides information about Patanjali Ayurveda Ltd., an Indian FMCG company. It discusses Patanjali's performance management system, including its mission, vision, SWOT analysis, employees, key performance indicators, performance appraisals, reward programs, and future goals. Patanjali aims to become a top global ayurvedic company and plans to expand its business, products, marketing, and outlets internationally in the next 5 years. The document emphasizes that investing in performance management tools is important for creating a high-performance organizational culture.
Report on MANAGEMENT PRACTICES IN BEXIMCO PHARMAArif Hossain
This document discusses management practices at Beximco Pharmaceuticals Limited (BPL), the largest pharmaceutical company in Bangladesh. It provides an overview of BPL, including its organizational structure and the duties performed by different executives. It then examines BPL's planning process, including the different types of planning it uses, the steps in its planning process, and how it sets objectives in a hierarchy. The document also discusses how BPL uses management by objectives and outlines its strategic planning process.
developing own product- face wash- history- investors- logo and design- mission and vision- departments- distribution channels- product description- competitors- SWOT analysis- conclusion
Similar to Management practices in a pharma comoany (20)
this is just powerpoint of the report on a pharma company this was to present in the class and for the ease to understand the research of principle of marketing in institute of business management IoBM
Roche is one of the oldest and largest pharmaceutical companies founded in Switzerland in 1896. The audit report submitted examines Roche Pakistan's operations, which were established in 1984 and divested most traditional pharmaceutical business in 2010 to focus on biotechnology medicines for cancer, hepatitis, and anemia. The report outlines Roche Pakistan's market performance, introduces the audit team members, and provides work breakdown structures, a critical path analysis, resource allocation, budgets, risk assessments, and an audit engagement plan to test security of confidential formula room entry.
This report was made under the course of IS(Information System) Audit and Management learned in Institute of Business Management which teaches us how to Audit a company
This course was about business ethics... here we discuss about ethics of technology that what are the ethics used for implementing technology... I learned it from Institute of Business Management IoBM...
this was done for the course of Organizational behavior in university Institute of Business Management IoBM. We did Gap analysis which is GAP between book and actual practices....
1) The document discusses proofs for the existence of Allah through an analysis of the creation and complex systems in the universe and human body.
2) It describes scientific theories about the formation of the universe like the Big Bang theory and notes that modern science has disproven the static universe model. Evidence like cosmic microwave background radiation supports that the universe had a beginning, requiring a Creator.
3) Perfectly balanced systems like the structure of atoms and organization of the human body, which cannot be formed by chance, also point to an intelligent Designer, which is Allah.
4) Details of the human ear, eyelashes, and stages of human development mentioned in the Quran provide additional evidence of a Supreme
Indus Motors is a joint venture between local conglomerate House of Habib and Toyota Motor Corporation and Toyota Tsusho Corporation of Japan. It manufactures and markets Toyota vehicles in Pakistan. The document includes Indus Motors' vision, mission, products, and financial statements showing a comparison of its profitability, tangible assets, and cash balance from 2013 to 2014, with profits increasing 13%, assets up 4.8%, and cash balance rising 61.18%.
This document is the table of contents for a report on child labor in Pakistan. It outlines that the report will cover the history and causes of child labor, worst forms of child labor, how it affects children in Pakistan, and recommendations. The table of contents lists topics like the root causes of children entering the workforce, provisions that allow child labor, effects on children, wages paid to child laborers, government policies and programs, and conclusions.
The document summarizes the history and operations of Tabros Pharma, a pharmaceutical company founded in 1971 in Pakistan. It details that the company was originally started through a partnership and was passed down to the founder's son after his death in 1993. Though sales fell significantly then, the company has since rebounded to become one of the top 25 national companies in Pakistan, exporting medicines to various countries through strategic business partners and employing modern factory operations along with a focus on quality control.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
2. INTRODUCTION
FOUNDED IN 1971.
ORIGNAL FOUNDER “ MUHAMMAD ESSA USMAN”.
STARTED WITH THE PARTNERSHIP WITH “ABDUL
KHALIQ”.
THE ORIGNAL NAME WAS “TARIQ ABDULLAH
BROTHERS”
“MUHAMMAD ESSA USMAN” TOOK :
T= TARIQ
A=ABDULLAH
BROS= BROTHER
3. INTRODUCTION
IN 1993 THE FOUNDER “MUHAMMAD ESSA USMAN” DIED.
THE SALES FEEL DOWN BY THE SIGNIFICANTLY.
THE NEW OWNER WERE HIS SON “MUHAMMAD ABDULLAH ESSA”.
NOW THE COMPANY IS IN THE TOP 25 BEST NATIONAL
COMPANIES OF PAKISTAN.
THE BUSINESS PARTNERS:
INTETHEALTH (USA)
MAYOLY SPINDLER(FRANCE)
THE COMPANY EXPORTS ITS MEDICINES TO:
KENYA
SOUTH KOREA
SIR LANKA
PHILPPINE
AFGHANISTAN
4. VISION
The company is committed to product Quality Medicines in strictly
hygienic Environment to meet this obligation – the company is committed to:
1) Fulfilling in the statutory Regulatory. IOS 9001-2008, current GMP
requirement and the instructions notified by the Ministry of Health,
Government of Pakistan.
2) Continuance of u-gradation of the skills of the employees through
Human Resource Development.
3) According to the latest technology, Regular Evaluation of the Quality
system.
4) Continuous Research and Development aching excellence in all sectors of
Management system.
6. FACTORY
THE FACTORY HAS STATE-OF-THE-ART MACHINES WHICH PRODUCES
QUALITY PRODUCTS.
THE QUALITY CONTROL AND QUALITY ASSURANCE DEPARTMENTS ARE
VERY STRICT AND DON’T LET ANY MEDICINES TO GO OUT FROM THE
FACTORY IF UNTIL IT IS CHECKED AND THEY HAVE STAMPTED.
RESEARCH & DEVELOPMENT TEAM REMAINS CONSTANTLY ENGAGED
FOR THE IMPROVEMENT IN THE QUALITY OF EXISTING PRODUCTS AND
DEVELOPMENT OF NEW DOSAGE FORMULATIONS.
THE COMPANY IS ISO 9001-2008 CERTIFIED.
8. SWAT ANALYSIS
STRENGTH
QUALITY GOODS WITH CHEAPER PRICE.
WEEKNESS
NOT ABLE TO MARKET THE PRODUCTS WELL.
OPPORTUNITY
THE MARKET OF THE FORGIEN PHARMACEUTICAL IS SHRINKING
WHICH IS BECOMING BENEFICIAL FOT THE LOCAL MANUFACTURERS.
THREAT
LOCAL MANUFACTURERS LIKE:
SAMI PHARMA.
INDUS PHARMA. (ETC)
9. PRINCIPLES OF MANAGEMENT
THE MANAGEMENT HAS 4 MAIN FUNCTIONS
WHICH HAVE TO BE USED INORDER TO DO THE
EFFICIENT AND EFFECTIVE MANAGEMENT.
THE FUNCTIONS ARE:
PLANNING
LEADING
CONTROLING
ORGANIZING
10. MANGEMENT AT TABROS PHARMA
THE MANAGEMENT FUNCTIONS ARE USED AT TABROS PHARMA THAT’S WHY IT
IS SUCCESSFUL FOR SO MANY YEARS.
THEY HAVE QUITE BETTER WAY TO DO MANAGEMENT.
LETS SEE THE FUNCTIONS OF MANAGEMENT:
11. PLANNING
• THE TOP MANAGERS CONTAIN
THE OWNER HIMSELF PLUS HIS
10 REPORTIES. THEY LOOK FOR
THE STRATEGIC GOALS AND
STRATEGIC PLANS.
• THE REPORTIES GIVE THE PLANS
TO THE MIDDLE LINE
MANAGERS.
• THE MIDDLE LINE MANAGERS
THEN TAKE A LOOK ON THE
PLANS AND FORMS THE
TACTICAL GOALS.
• THE TACTICAL GOALS THEN
GIVEN TO THE FRONT LINE
MANAGERS WHO FORMS THE
OPERATIONAL GOALS MAINLY
MBOs FOR THE OPERATION.
12. PLANNING PROCESS OF TABROS PHARMA
FIRST THE OWNER “MUHAMMAD ABDULLAH ESSA” DO THE ANALYSIS OF THE
COMPANIES ENVIRONMENT (INTERNAL AND EXTERNAL).
ACCORDING TO THE ENVRIONMENT THE OWNER AND REPORTIES STARTS
FORMING THE STRATEGIC GOALS OF THE COMPANY WHICH ARE BASED ON THE
VISION AND MISSION OF THE COMPANY.
THE OWNER GATHERS THE INFORMATION FROM HIS REPORTIES ABOUT THE
LAST PROGRESS OF THE COMPANY.
THEN THE OWNER WITH HIS REPORTIES AND THE GATHERED INFORMATION
STARTS THE PROGNOSTICATION OF THE FUTURE OF THE COMPANY ON THE
BASES OF THE GATHERED INFORMATION.
13. PLANNING
THE OWNER AND HIS REPORTIES ALSO FORM THE ALTENATIVE PLANS WHICH
CAN WORK IN THE UNPLANNED PROBLEMS WHICH CAN OCCUR IN THE FUTURE
IF THE PREDICTED RESULT FAILS.
THE OWNER NOW SELECT THE PLANS WHICH HE AND HIS REPORTIES FORMS IN
ORDER TO PERFORM THE ORGANIZATIONAL WORK.
THE OWNER AND HIS REPORTIES FORMS THE REPORT OF THE PLANS MADE IN
THE DISCUSSION HELD ON THE PAPER IN THE FORM OF BULITS. THIS PAPER IS
THEN CAME IN THE DISCUSSION OF THE TACTICAL MANAGERS WHICH FORMS
THE TACTICAL GOALS AND THEN IN THE SAME WAY FORM THE OPERATIONAL
GOALS WHICH ARE THEN IMPLEMENTED.
14. RECOMMENDATIONS TO TABROS
PHARMA
PLANNING:
THERE SHOULD BE GOOD COMMUNICATION AMONG THE DEPARTMENTS AND
TOP MANAGEMENT TO MAKE AN EFFECTIVE PLAN.
THEIR SHOULD KEEP INMIND THEIR MISSION AND VISION STATEMENT IN MIND
WHILE MAKING THEIR PLANS.
THE PLANNER SHOULD BE OPEN MINDED AND WELL SKILLED TO YIELD BETTER
RESULTS.
THERE SHOULD BE SOME FLEXIBILITY IN PLANS IN ORDER TO MEET THE
UNCERTAIN SITUATIONS.
THE PLANS MUST HAVE EQUITY.
15. LEADING
• THE OWNER IS A DEMOCRATIC
LEADER WHO WANTS EVERYONE’S
INVOLVEMENT IN THE WORK.
• HE LOOK FOR THE PARTICIPATION
OF THE EVERY EMPLOYEES IN THE
ORGANIZATION.
• THE MOTIVATION IS THE MAIN
FACTOR OF THE LEADING PROCESS.
16. LEADING AS MOTIVATOR
• THE MOTIVATION IS DONE IN MANY
WAYS IN THE ORGANIZATION.
• THE INCENTIVES FOR THE BONUS.
• THE SENSE OF THE OWNERSHIP WHICH
MAKE THE EMPLOYEE FEEL THAT HE
BELONG TO TABROS PHARMA.
• THE SPECIFIC TRAINING PROGRAMS
WHICH HELP THE EMPLOYEES TO
IMPORVE THEIR SKILLS.
• THE INCENTIVE OF THE PROMOTION.
• THE FREEDOM OF SPEECH WITH THE
OWNER.
• THE EVALUATION WHICH SUPPORT THE
EMPLOYEE TO PERFORM BETTER.
17. RECOMMENDATIONS TO TABROS
PHARMA
LEADING:
THE LEADER MUST MOTIVATES THE OTHER EMPLOYEES NOT JUST THE SALES
DEPARTMENT EMPLOYESS ONLY.
THEIR SHOULD BE MORE INCENTIVES FOR THE EMPLOYEES NOT JUST THE
BONUS.
THEIR SHOULD BE THE GOOD COMMUNICATION OF GOALS. THE GOALS MUST
NOT JUST GIVEN THROUGH PAPERS BUT ALSO BY DISCUSSED WITH THE MIDDLE
LINE MANAGERS.
18. CONTROLLING
• THE PROCESS WHICH
MAKE THE EPLOYEES
WORK FOR THE
COMPANY.
• THE OWNER HAS SOME
METHORDS WHICH HE
USES TO CONTROL THE
ORGANIZATION AND
MAKE HIS EMPLOYEES TO
WORK FOR HIM
19. CONTROLLING PROCESS
THE EVALUATION PROCESS WHICH MAKE THE EMPLOYEES THINK OF THE
PERFORMANCE IMPROVEMENT MAKE THEM TO WORK UNDER A CONTROLLED
ENVIRONMENT.
ANY THING WHICH BENEFITS THE EMPLOYEES MAKE THEM WORK. THE OWNER
KNOWS EXACTLY THIS AND HE HAS THE PLANS FOR GIVING THE INCENTIVES TO
THE EMPLOYEES TO MAKE THEM WORK.
THE BEHAVIOUR AND ATTITUDE OF THE EMPLOYEES ARE STRICTLY WATCHED
AND CONTROLLED AND STRICT ACTIONS AGAINST THE BAD BEHAVIOUR AND
ATTITUDE LIKE “USING SLANG WORDS” ETC.
20. RECOMMENDATIONS TO TABROS
PHARMA
CONTROLLING:
THE OWNER MUST JUST NOT RELAY ON HIS REPORTIES, HE MUST ALSO KEEP
HIMSELF AN EYE ON THE OTHERS.
THE OWNER SHOULD MAKE CHALLANGING BANCHMARK OF THE PRODUCT BY
MAKING HIS Q/C AND Q/A DEPARTMENT STRONG.
STEPS MUST BE TAKEN TO MAKE THE EMPLOYEES TO USE THE APPROPRIATE
LANGUAGE AND BEHAVIOUR WITH CORRECT ATTITUDE.
THE COMMUNICATION MUST BE CONTROLLED THAT THEIR MUST NOT BE GIVEN
FREEDOM OF TALKING TO HIS FAMILY ALL THE TIME WHEN EVER HE WANTS.
21. ORGANIZING
• ORGANIZATION OF THE
COPMANY IS VERY
IMPORTANT IN ORDER TO
WORK.
• “TO BE SUCCESSFUL YOU
HAVE TO BE ORGANIZED”.
• THAT’S WHY THE OWNER
HAS ORGANIZED HIS
COMPANY IN THE
FOLLOWING WAY:
22. ORGANIZING
• IN ORGANIZING AM
INPORTANT COMPONENT,
HUMAN RESOURCE
MANAGEMENT IS INCLUDED.
• THE HRM IS THE MOST
IMPORTANT COMPONENT IN
ORGANIZING A COMPANY
BECAUSE IT IS THE
DEPARTMENT WHICH LOOK
AFTER THE HUMAN
RESOURCES OF THE
COMPANY.
23. ORGANIZING (HRM)
GETTING THE EMPLOYEES IN THE COMPANY.
TRYING TO MANTAINING THEM.
TRYING TO GIVE THEM INCENTIVE.
TERMINATING THE RELATIONSHIP WITH THE EMPLOYEES.
24. ORGANIZING (HRM)
THE COMPANY GIVE THE ATTRACTIVE ADVERTISEMENT WITH THE CLEAR JOB
DISCRIPTION AND JOB SPECIFICATION.
THE COMPANIES HAS ITS GOOD REPUTATION IN THE MARKET WHICH ATTRACTS
THE EMPLOYEES TO GIVE THEIR APPLICATIONS TO THE COMPANY.
THE COMPANY THEN CHECK AMONG THE APPLICATIONS WHICH MATCHES THE
REQUIREMENTS.
THE COMPANY THEN CALL THE POOL OF CANDIDATES FOR THEIR FIRST
INTERVIEW. (THE OWNER ALSO TAKE PART IF THE INTERVIEW IS FOR THE TOP
MANAGEMENT)
IN FIRST INTERVIEW THE COMPANY CHECK THE KNOWLEDGE OF THE
CANDIDATE. IT JUDGE THE ATTITUDE OF THE CANDIDATE TOWARDS THE JOB.
BEFORE THE SECOND INTERVIEW THE COMPANY FORMS THE POOL OF THOSE
CANDIDATES WHICH CAN NOW GET THE JOB.
IN THE SECOND INTERVIEW WHAT HAPPENS JUST THEY CHECK THE CONFIDENCE
OF THE CANDIDATE.
25. RECOMMENDATIONS TO TABROS
PHARMA
ORGANIZING:
THE HR DEPARTMENT MUST HAVE THE ONLINE APPLICATION FORM FOR THE
CANDIDATES WHO ARE APPLYING.
THE AGE GROUP OF THE EMPLOYEES MUST BE DIFFERENT FOR EVERY POST IN
THE COMPANY INORDER TO PERFORM DIFFERENT TASKS.
THE HR MANAGERS MUST ALSO BE TRAINED FOR THE BETTER COMMUNCATION
SKILLS.
THE RECRUPTMENT PROCESS MUST BE STRONG.
26. SUMMARY
THE COMPANY WHICH WAS FOUNDED BY “MUHAMMAD ESSA USMAN” IN 1971
WITH THE HELP OF THE PARTNERSHIP WITH “ABDUL TARIQ” GETS BETTER AND
BETTER TILL 1993.
THE NAME OF TABROS PHARMA WAS FORMED BY THE ORIGNAL COMPANY
NAME “TARIQ ABDULLAH BROTHERS”
1993 THE COMPANIES FOUNDER “MUHAMMAD ESSA USMAN” AND NEW
OWNER WAS HIS SON “MUHAMMAD ABDULLAH ESSA”.
BUT THE 1993 WAS THE DARKEST DAY OF THE LIFE OF TABROS PHARMA IN
WHICH ITS SALES FALL DOWN ALMOST TO ZERO.
27. SUMMARY
THE TABROS PHARMA AFTER THAT JUMP BACK AGAIN AND BECOME THE TOP 25
BEST NATIONAL COMPANIES OF THE PAKISTAN.
THE COMPANY NOW SELL ITS MEDICINES TO THE FORGIEN COUNTRIES:
IT IS THE ONE OF THE BEST BOUNCE BACK EXAMPLES OF THOSE COMPANIES
WHO CAME BACK TO LIFE WHEN IT WAS DOWN AND OUT.