The HR department of Supreme Pharmaceutical is very effective and consists of several startups in order to recruit fresh candidates. However, there always exists room for improvement. Various departments within the HR along with their recommendations are discussed below.
Recruitment and Selection
The recruitment and selection department of Supreme Pharmaceutical seeks the person that is most appropriate for the available position as the wrong recruitment will directly affect the supply chain department, which will affect the sales, and therefore, the finance department will suffer.
In order to develop competent recruitment and selection criteria, the number of recruitment sources, both; internally and externally, should be deployed to attract candidates who imitate the diversity values within the labor force. Attempts should be made to perform a comprehensive search via an advertisement on a broad level before recruitment.
Training
The training department of the SPL is very up-to-date. The two departments; HR and the supply chain department are in contact with each other on a constant basis. The categories of the training include; the on-job, off-job, and induction training.
In addition, quizzes should be included in the training session in an attempt to test the skills of the employees and to identify the weak areas of the employees so that the training would be conducted in a specific aura.
Performance Appraisal
Psychological Appraisals should be included in the performance appraisal criterion of the SPL. These appraisals are more directed to assess the potential of employees for future recitals rather than the one that was followed in the past.
It can be performed in the form of in-depth interviews, discussions with the supervisors, psychological tests, and reviews of the various other evaluations. It is more focused on the employee’s emotional, motivational, intellectual, and various other personal characteristics that are affecting the performance of the employee.
Reward and Compensation System
SPL has taken superfluous care of the employees and has performed able-bodied in the category of reward and compensation. The system is not only effective but also imperative. However, the company should replace the out-of-date technology to increase efficiency.
The use of spreadsheets is so extensive in most organizations that even small improvements should yield benefits. Along with the benefits, the names of the top three employees who performed well throughout the department should be displayed in all the departments as a token of appraisal. The picnics should be arranged for the department that stands out among all the categories.