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MBA INTERNSHIP REPORT (HRM) Report on CCL Pharmaceutical (PVT) LTD

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8. RECOMMENDATIONS

HUMAN RESOURCE PLANNING

  • It is suggested to use regression analysis for demand forecast as quantitative approach because it is a very good approach that will show statistical relationship between business activity and employees.

RECRUITMENT AND SELECTION

  • Personal refers are suggested to avoid and recruitment should be through an open pool. In this way company can avoid the impact of favoritism while recruitment process.
  • Company is suggested to provide some flexibility in recruitment procedure so that they can compensate the dependents and relatives of deceased employees if some one is able to meet the required competencies then that person should give a chance instead of missing a good resource just because he/she is the relative of an employee.

TRAINING AND DEVELOPMENT

  • Technical training programs are suggested to introduce. Company is suggested to focus on technical training of their employees especially in the Quality assurance, production and M.I.S department. It is suggested to provide employees in house training and offer them to attend seminars and other technical courses. This will help them to get more benefits and if they will become technically strong then they could use new technologies for company’s benefits as well as this industry will groom with educated and technical staff.
  • CCL management is suggested to use performance problem identification tools to find the need of training areas while individual analysis. It will help them to identify the root cause of poor performance and they can have better understanding that where things are getting wrong.
  • They are suggested to create programs and activities to provide skill development because in today’s world employee skill development is very important and company should understand that these skill development programs will ultimately benefit them. On behalf of this report it is suggested to arrange soft skill development programs for this purpose. These programs can be in house or they can avail services of some trainer, may be twice a year.

PERFORMANCE MANAGEMENT

  • Company is suggested to use job rotation and cross trainings techniques to             improve the skills and knowledge of there employees. This technique will enhance employee’s knowledge and will give them a better understanding of over all system.
  • Management is suggested to involve employees while planning. They should conduct surveys before implementing any change, so that it can be better analyze that how much a plan can be successful.

EMPLOYEE COMPENSATION AND BENEFITS

  • Mess facility is there but employees are paying for it. It is suggested to the Company to provide meal to their employees. They can deduct some percentage approximate 3% to 5% from the salary of employees who are earning more then Rs. 20,000/month  and can compensate those employees who are getting low salary. In this way, there will be a managed expense of meal for all employees and employees will definitely admire it. Company will not pay from their expense and at the same time a very small percentage deduction will not affect employees and all employees can get more benefit.

CAREER MANAGEMENT

  • Promotions are suggested to be on the bases of combination of seniority and merit basis. In this way, they can get advantage of a person’s experience and jobs can be grouped into different ladders such that experience on one job constitutes good training for the next. Another advantage of this will be that the workers will not seek to gain favor with supervisors and this drawback of merit base promotions can be minimized and there are many possible variations leading to different results.
  • In downsizing process, outplacement, is suggested to be used to protect employees. It will help to maintain the morale of the workforce and to enhance the public image of the company. Company is suggested to provide counseling and job search assistance to their employees in downsizing process

 

 

 

9. CONCLUSION

CCL pharmaceutical is using HR process very effectively but there is a room for improvement. This internship report gave me chance to learn the practical concepts of the Human Resource process.

 

Company is using their people skill in a very effective way. They are trying to improve their HR process and utilizing new concepts and techniques of HR to provide better facilities to their staff as well as to improve their skills to gain more advantages. They truly believe that their people are their asset and to emphasize this concept they should invest more on their people, keeping this in view that in this way this industry will groom. The investment is not only for one person or company rather this investment will be in the industry and when the industry will groom then everyone related to this industry will get benefit.

CCL is using a complete process of HR, they are planning their staffing requirements and department head use to gave requisition for a new resource then HR department use to follow a complete selection process and gather resume in there resume bank and then they use to start there selection and recruitment process following by interviews in which interviewee is compared with the set standard of HR and then they follow the steps of selecting the candidates. After selecting a person and fulfilling all mandatory requirements they use to give him offer letter and conduct orientation session for the newly hired staff member.  Then they use to give training to the person as per requirement and then the newly hired employee starts his work. After completion of probation period manager of the concern department use to forward a performance evaluation report to the HR department with suggested increment and upon successful completion of probation period employee got confirmation letter.

Company use to conduct training sessions off and on to enhance the abilities of its employee. They use to conduct training need assessment programs and use to arrange training programs as per requirement. They are using in-house training program techniques.

At CCL annual increments are based on performance. Managers use to review performance of there employees. They use to check and compare standards with the actual performance and then use to write performance reports.

CCL is providing compensations and benefits to there employees that very from grading scales. Different grading scales are enjoying different compensations and benefits but basic benefits that include medical etc are for all employees.

Company is encouraging the process of career management. They are providing opportunities for there employees for there career growth and is trying to minimizing the fear of job lose in its employee.

 

 

 

 

 

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