The HR department of Supreme Pharmaceutical is very effective and consists of a number of stratums in order to recruit any fresh candidate. However, there always exists the room for the improvement. Various departments within the HR along with their recommendations are discussed below.
Recruitment and Selection
The recruitment and selection department of the Supreme pharmaceutical seeks for 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 a competent recruitment and selection criteria, the number of recruitment sources, both; internally and externally, should be deployed in order to attract the candidates who imitate the diversity values within the labor force. Attempts should be made in order to perform a comprehensive search via an advertisement on broad level prior to recruitment.
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 to it, the 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 the specific aura.
Psychological Appraisals should be included in the performance appraisal criterion of the SPL. These appraisals are more directed in order to assess the potential of employees for future recital rather than the one is followed in the past. It can be performed in the form of in-depth interviews, discussions with the supervisors, psychological tests, and review o the various other evaluations. It is more focused over the employees emotional, motivational, intellectual, and various other personal characteristics that are affecting the performance of the employee.
Reward and Compensation System
SPL has taken a 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 However, the company should replace the out-of-date technology in order to increase the efficiency. Use of spreadsheets is so extensive in most of the organizations that even small improvements should yield towards benefits. Along with the benefits, the name of the top three employees who performed well throughout the department should be displayed in all the departments as the token of appraisal. The picnics should be arranged for the department who stands out among all the categories.