Supreme Pharmaceutical Ltd
The HR department of Supreme Pharmaceutical is very effective and consists of several startups to recruit fresh candidates. However, there always exists room for improvement. Various departments within HR, along with their recommendations, are discussed below.
Recruitment and Selection
The recruitment and selection department of Supreme Pharmaceutical seeks the person who is most appropriate for the available position. The wrong recruitment will directly affect the supply chain department, which will affect sales, and therefore, the finance department will suffer.
To develop competent recruitment and selection criteria, the number of recruitment sources, both internal and external, 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 SPL training department is very up-to-date. The two departments, HR and the supply chain department, are constantly in contact with each other. The training categories include on-the-job, off-the-job, and induction training.
In addition, quizzes should be included in the training session to test the employees’ skills and identify their weak areas so that the training is conducted in a specific aura.
Performance Appraisal
Psychological Appraisals should be included in the SPL’s performance appraisal criterion. These appraisals are more directed to assess employees’ potential for future recitals than the ones that were followed in the past.
It can be performed through in-depth interviews, discussions with supervisors, psychological tests, and reviews of various other evaluations. It is more focused on the employee’s emotional, motivational, intellectual, and various other personal characteristics that affect the employee’s performance.
Reward and Compensation System
SPL has taken superfluous care of the employees and has performed able-bodied in 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 However, the company should replace the out-of-date technology to increase efficiency.
Spreadsheets are 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 departments as a token of appraisal. Picnics should be arranged for the department that stands out among all the categories.
