Job Analysis, Organizational Chart and VMV Linkage

Submitted to: Shah M Saad Husain

Submitted by: Takreem Khan

20181-23585

Health and Hospital Management Program

Institute of Business Management

June 29th , 2019

VISION
To lead in improving the quality of human life.
MISSION
 Provide it’s customers with the best possible products & services in healthcare and consumer
industry.
 Corporate social responsibility towards society and protection of the environment.
 Progressively evolve with the changing market place to maintain it’s leadership position.
 Promote team spirit amongst it’s employees whilst maintaining their individuality, in a culture
where people are encouraged to think and strive to achieve their true potential.
 Work today for a better tomorrow for all its stakeholders, through innovation, new product
development and sound business practices.
VALUES
 Partnership
 Integrity
 Passion
 Excellence

CORPORATE STRATEGY

Partnerships and Mergers

It will contribute more than 50 percent of the industry’s future growth in the global markets. By
combining their resources, Searle company leverage their strengths to increase market share and
influence. To capture the value of a deal, such a business strategy must cover post-merger
management issues, such as effectively integrating workplace cultures and systems.
Technology-Based Strategies
Investing in technological innovations is a profitable business strategy for a business. Trends such as
increasing competition, globalization, and shorter product-cycle times are real challenges for the
industry. Technological innovations enable Searle pharmaceutical company to deal with these
challenges by reaching more consumers and suppliers, receiving instant feedback at a cheaper cost.
Searle Company’s strategy is using e-detailing, whereby a company communicates a product’s details
on the Internet. Consumers are able to schedule appointments online and learn about products or have
a company address their questions in real time.
Operational Marketing and Sales
An operational marketing and sales strategy is paramount for a Searle pharmaceutical company’s
growth and profitability. A report indicated that the total value of pharmaceutical drugs consumed
went up by 37 percent from 2003 to 2009. A marketing and sales business development strategy helps
Searle pharmaceutical company to take advantage of the growing market.
New Markets Access
Accessing new and functioning markets is a critical business strategy in the highly competitive
pharmaceuticals industry. Emerging global markets present a good opportunity to pharmaceutical
companies. 80 percent of the economic growth in the next decade will arise from emerging markets.
The Searle pharmaceutical company’s strategy needs guidelines on how to recruit salespeople who
understand how to sell products in emerging markets. To remain competitive in new markets, Searle
pharmaceutical company also must offer high-quality and differentiated products and services.

LONG TERM GOALS

It is critical to understand that sustainability affects everything in the corporation. The hard dashboard
items like revenue and income growth, as well as the soft outcomes like reputation, customer
satisfaction, and stockholder value, all relate to sustainability. Remember, sustainability must be a part
of your corporate culture; it should provide the framework for how you operate. It is not a unique
event that exists separately or on top of other activities — it must be part of each and every
measurement. Long-term sustainability is the key to Searle Pharmaceutical Company’s success.
Sustainability is the proper focus of everyone in our organization, and we demonstrate commitment to
it in many ways, such as progressive business strategies, quality management, performance standards,
training and continuous improvement, resource development, and fiscal responsibility. These are the
elements that propel us forward. Moreover, attracting and retaining the best people throughout our
organization is at the core of our long-term competitive strategy. We work to provide industry leading
benefits and compensation programs. We strive to enhance technical, quality, and support training to
benefit all employees, and we embrace changing workforce demographics by establishing non-
traditional career paths and bringing better balance to work-life and home-life demands. In addition,
we foster diversity throughout the organization’s leadership and staff.

CORE FUNCTIONS

• Regardless of the organizational structure, certain functions must exist

• All functions have specific key responsibilities
• At times, the responsibilities of one function may overlap with another function
• The quality of interaction between functions strongly influences company performance
Corporate Functions”
Functions which are responsible for meeting overall Corporate goals and providing consistent
direction and support across the entire Corporation.
Shareholders
The individual and institutional investors who own stock in the company and are looking for
Earnings Per Share (EPS) and share price appreciation.
Chairman/Chief Executive Officer (CEO)
• Key Responsibilities:
• Chairman of the Board of Directors
• Head of the organization
• Sets the overall strategic direction
• Main spokesperson to the shareholders
• Must be a strategic thinker, plus understand finance, product discovery and
development, marketing, and sales
Finance
The head is the Chief Financial Officer (CFO)
• Key Responsibilities:
– Set and manage overall Corporate Financial strategy
– Support the achievement of business goals
– Work with Corporate and Line management to set, manage, and achieve financial
targets
– Report financial performance (externally - Shareholders, SEC, etc. and internally -
Board of Directors, Corporate and Line managers, etc.)
– Evaluate new business opportunities, mergers, acquisitions, licensing agreements, etc.
Human Resources (HR)
• Key Responsibility:
• Set and manage overall Corporate HR strategy
• Support the achievement of business goals
• Maximize effectiveness of employees
 Information Technology (IT)
• Key Responsibilities:
• Set and manage overall Corporate IT strategy
• Support the achievement of business goals
• Manage and support IT systems
“Line Functions”
• Key Responsibility:
• Implement the strategies required to achieve the overall Corporate goal
Line Functions”
Operational functions which are responsible for implementing the strategies required to achieve the
overall Corporate goals.
Research and Development (R&D)
The head is the President (or Vice President) of Research and Development (R&D)
• Key Responsibilities:
– Discover, develop, and register new products to maximize market share,
sales, and profits
– Identify licensing/collaboration/acquisition opportunities
Research and Development (R&D) - Research
• Key Responsibilities:

– Identify and screen new potential products

• Internal candidates
• External candidates
– Transfer lead candidates to Development
Research and Development (R&D) –Project Management
• Key Responsibilities:
-Facilitate Project Teams
Agendas, Minutes, Reports, follow-up
-Interface with Non-team functions e.g. legal
-Project Historian
-Project Leader
Research and Development (R&D) - Development
• Key Responsibilities:
– Conduct trials to determine the safety and efficacy of potential new products
– Decide if “outsourcing” is appropriate
– Ensure that trials are conducted according to Good Clinical Practices (GCPs)
– Ensure trials are conducted in a way to achieve marketing goals
– With Regulatory Affairs, develop submission of clinical trial data to
regulatory authorities
– Provide marketable formulation for product
– Assure data are available to support product
Regulatory
• Key Responsibilities:
• Set and manage overall Regulatory strategy
• Manage interaction with regulatory agencies
• Develop submissions and negotiate approval and product labeling with
regulatory authorities
• Interpret regulations and provide regulatory advice to organization (e.g.
R&D, Marketing, etc.)
• Review marketing and sales materials
Marketing
• Key Responsibilities:
• Set and manage overall Marketing strategy
• Develop and implement product Marketing Plans to maximize market share, sales,
and profits
 • Identify market needs/demands
• Identify new product opportunities
• Develop strategies, messages, and materials for sales force
• Develop and implement advertising campaigns (journal ads, mail, direct to consumer
campaigns, etc.) to targeted customer groups
• Identify opportunities to expand product use e.g. new indications, new strengths and
forms, etc.
Sales
• Key Responsibilities:
• Set and manage overall Sales strategy
• Implement product Marketing Plans to achieve market share and sales objectives with
target customers
• “Detail” products to customers
• Provide literature and samples of products to customers
• Answer customer questions
Medical Affairs
• Key Responsibilities:
• Set and manage overall Medical Affairs strategy
• Provide medical support to the marketing of products

• Respond to customer and sales force inquiries on marketed products

• Conduct Phase IV clinical trials to track safety and identify new/additional
indications for marketed products
• Review marketing and sales materials
Manufacturing
• Key Responsibilities:
• Set and manage overall Manufacturing strategy
• Manufacturing of Clinical and Commercial Supplies
• Ensure that products meet manufacturing regulations (Good Manufacturing Practices
- GMPs)
• Produce products as cost effectively as possible to minimize Cost of Goods Sold
(CGS) and maximize profitability
• Produce sufficient quantities of products to meet demand
• Distribute products (wholesales, hospitals, etc.)

RECRUITMENT & SELECTION

Recruitment: is a process to attract qualified and prospective applicants for a specific position in
an organization.
Recruitment Philosophy
Searle pharmaceutical company commits to promote best employment equality practice in its efforts
to eliminate discrimination and create working environments where are treated fairly and with respect.
No written document is maintained its recruitment and selection philosophy is concerned. However
the Company believes:
 To have a workforce that reflects the diversity of local communities and the believe that it can
best serve the citizens of the country;
 All people should have an equal chance to apply for and be considered for jobs;
 Harassment, bullying and discrimination are not acceptable; and,
 People’s differences should be valued.
 Comply fully with and implement legal requirements and employment guidance;
 Ensure all employees are aware of the Company's Employment Equality Policy Statement.
through training and guidance;
 Create working environments that promote fair and equal opportunities;
 Develop, implement and publish plans for employment equality;
 Monitor the existing workforce and job applicants to see if the policy is working and take
action to deal with under representation;
  Regularly monitor and review all employment procedures and make changes to them where
they are found to be discriminatory.
 Take seriously any concerns that an existing employee or job applicant raises about
discrimination, harassment or bullying.
 Compliance to have strict rules to ensure that the recruitment decisions are based on merit
and the aim is to ensure that everyone has an equal chance to apply and be considered for
jobs.
Future Focused Hiring
Searle pharmaceutical company hires for the future. While a new employee has to make economic
sense for today's tasks, the best hires are people who position as to profit the company as the business
moves into the future. New people should provide the skills needed in the future, not just match the
job demands of today.
Understanding Job
The management of Searle pharmaceutical company believes that finding the right people to hire is
much easier when a company first analyzes the job it wants to fill. Best is to determine what kinds of
people do the best in a particular job? It is not difficult to have a top performer already in the job, the
job of the recruiters to learn from them, observe their behavior, ask those questions and talk with their
peers, to get a clear understanding what characteristics make them effective in their job.
Legal Aspect
Searle pharmaceutical company makes sure that its hiring process is legal. The process ensures Equal
Employment Opportunity and avoids other discrimination.
Standardization of Process
The hiring process of Searle pharmaceutical company includes criteria-based screening of an adequate
number of candidates, a background check, standardized assessments and structured interviews. The
more important the position, the more rigorous the hiring process is.
Job Analysis
A job analysis provides a list of the personal attributes required to work effectively in the role.
This list of attributes is identified first by breaking down a person's job into logical parts. Next,
each job task is analyzed according to the knowledge, skills, abilities and attitudes required to
perform the job correctly.
Internal Versus External Recruiting
Searle pharmaceutical company neither promotes largely from within the organization nor hire from
the outside for vacancies at all levels. When there is a sudden vacancy in any position and someone
within the organization is found suitable to fill the position, internal recruitment takes place. External
recruitment is practiced when suitable candidates for a position are not found.
Emphasizes Creativity
Searle pharmaceutical company always recruits people who have creative ideas. Here recruitment is
part of constant development of business. Searle pharmaceutical company wants its employees
develop innovative ideas which, if implemented, will bring about a great advancement to the
organization.
Corporate Culture
Searle pharmaceutical company has developed a corporate culture where employees are not treated
mere employees. They are treated as associates of the organization. Together they form a family and
all associates are the members of the family.
RECRUITMENT GOALS
Some of the common business reasons for hiring by Searle pharmaceutical company includes
following:
 Replacements for turnover
 Current or future business expansion
 Upsizing the caliber of talent because top talent has become available
 Limiting the talent available in the market in order to hurt a competitor's ability to staff
Adequately
 Learning from other firms
 Increasing the capability of the firm by adding new skill sets
Recruitment Method & Responsibility
Recruitment method refers to the process of discovering potential job candidates. Standard
recruitment process will follow the guidelines given below:
 After receiving the approval from the Managing Director the Human Resource
Department starts recruitment as per the preferred method recommended in the Staff
Engagement Proposal Form.
 Human Resource Department can select one or multiple suitable methods of recruitment
in consultation with the respective Department Head.
 HR Department always maintains a CV Bank in a suitable filing system so that they can
be sorted out as and when required before going for costly recruitment process.
 HR Department should introduce an online application system in the website of Searle
pharmaceutical company
Limited so that any prospective candidate can apply for a suitable position any time. The
HR Department checks the online applications daily and let the applicants know their
application status on a regular basis.
 Without written approval from the Managing Director no such employment can be
offered.
Manpower Approval Process
Manpower approval process of Searle pharmaceutical company is detail and systematic. The process
is enumerated below:
 Managing Director & CEO is the sole authority to approve manpower for any business or
function.
 Whenever a position becomes vacant the department head examines to see if the work
can be redistributed amongst the remaining staff or not. If it is possible to redistribute
then no such recruitment happens. When it is not possible then Searle pharmaceutical
company depends on new recruitment.
 To recruit new employees the concerned department head will fill up the Staff
Engagement Proposal Form and forward the same to the Human Resource Department.
The Human Resource Department will evaluate the proposal and forward it to the
Managing Director with comments if any.
 Before forwarding any proposal or recommendation to Managing Director, Human
Resource Department should ensure that the Job Description and Person Specification are
there with the proposal.
 Department Head is responsible for preparing the Job Description and Person
Specification while Human Resource Department gives support to the Department Head,
if required.
 After receiving the approval from the Managing Director, Human Resource Department
keeps the original Staff Engagement Proposal Form and sends a copy to the concern
Department Head.
 Only after receiving the approval from Managing Director the Human Resource
Department can proceed for new recruitment.
 There will be an exception for Staff Engagement Proposal in case of the entry level field
force and distribution of contractual labor. In this case the concerned Department Head
takes approval from the Managing Director in the specified Staff Engagement Proposal
Form by 31st December every year which remains valid for next one year. During this
period any replacement will not need the approval from the Managing Director. But for
increasing the manpower of any Department the concerned Department Head must take
approval from the Managing Director.
Policy Guidelines
For any recruitment process HR of Searle pharmaceutical company follows the guidelines given
below:
􀂃 Newspaper Advertisement: HR will make a draft for the newspaper advertisement and
finalize the contents in consultation with the concerned Department Head. After
finalization HR will send the advertisement to the Chosen newspaper. The advertisement
should be published in such a manner that it ensures the maximum visibility as well as
mass coverage. HR considers the conciseness and attractiveness of the advertisement. In
case of every vacancy advertisement, copies of the advertisement are placed on the notice
board.
􀂃 Online Advertisement: HRD has a contract with a web portal. HR Manager has full
access to post a circular there. Sometimes HR Manager directly posts the advertisement
or her assigned person post the advertisement to web portal.
􀂃 Notice Board Circular: A copy of the advertisement is placed on all the company notice
boards for any recruitment so that the employees are informed about the recruitment
process and can recommend suitable candidates, if any. It is needless to state that
employee recommendation is a way to search good candidates but by no means will it
carry any significance in the selection process.
􀂃 Interns: The Department Head can recommend an intern or a pre-selected person for
employment. The intern must be interviewed and evaluated extensively. The pre-selected
person has to be screened in accordance to the established selection procedure. All the
documents or assessment in case of an intern along with a CV should be forwarded to the
Managing Director for his evaluation and approval.
􀂃 Written Approval: Without written approval from the Managing Director no such
employment can be offered.
􀂃 CV Bank of HR: The Human Resource Department all the time maintains a CV bank
with the CVs forwarded to them time to time from different sources, and the retention for
a CV should be at least six months from the date of receiving the CV. Whenever any
vacancy arises for a single or few positions, HR considers these CVs for interview at
first.
􀂃 Using Own Field Force: Sometimes it is found beneficial to engage field force to collect
CVs from field, especially during a tight recruitment situation. The concerned
Department Head can engage the field force in such activities in consultation with HR
Department.
􀂃 Job Rotation or Transfer: In case of surplus employees prevailing within any
department the concerned Department Head can recommend any of them for recruitment
against any suitable position provided that the employee possesses the competency level
for that position. The concerned Department Head then forward the CV of the surplus
employee along with proven competency documents to the HR Department and the HR
arranges interview of the person with the department head where the vacancy arises and
if the person is found suitable, HR should forward those documents to the Managing
Director for approval. Also any employee can apply against any vacancy with a clearance
note from the Department Head.
Sources of Recruitment
When recruitment is announced then question comes, “what will be the sources of recruitment?”
Searle pharmaceutical company usually tries to attract really good and suitable candidates for
recruitment. Concern persons try their level best to find out the sources of recruitment.
Maximum possible range of labor markets and other places wherefrom they can obtain qualified
and suitable applicants in term of the required characteristics determined by job analysis
according to their demands. Recruitment is more likely to achieve its objective if recruitment
sources reflect the type of position to be filled. Certain recruiting sources are more effective than
the others for fulfilling certain type to jobs. But while choosing the source, the strength or
weakness of the sources needed to be considered. . The sources used by Searle pharmaceutical
company are as under:
 Sources of Recruitment

Internal sources External sources

Internal Sources:
􀂃 Present, Permanent employees
􀂃 Present Temp/ Casual
􀂃 Employee referrals
􀂃 Dependents of diseased , disabled , retired and present employees
External sources:
􀂃 Advertisement (Internet postings/ Newspaper)
􀂃 Private Employment Agencies/ Consultancies / Professional organizations
􀂃 Educational Training Institutes
􀂃 Unsolicited applications
Recruitment Process of Searle pharmaceutical company
Recruitment refers to the process by which organization locate and attract right people for the
right position. Recruitment is one of the main functions of HR department. Recruitment may take
place by the recruiters of the Organization directly or sometimes it may take place by an
employment agency. To attract applicants through advertising (like- online, newspapers,
advertisements placed in windows, through a job center, through campus graduate recruitment
programs etc) is a usual part of recruiting process. Generate candidate pool by either internal or
external recruitment methods and evaluate candidates through selection process. Finally selection
of candidates and job offer to the candidates.
In Searle pharmaceutical company, recruiters try to find and attract capable applicants. Recruiters
identify job openings through HR planning or request by the manager. Once openings have been
identified the recruiters learn job requirements by reviewing the job analysis information, particularly
the job descriptions and job specifications. Recruiters also may supplement their knowledge about the
job requirements with discussion to the concern manager. Select the recruitment method
depending on the meeting with concern Department Head/ Manager. Either internal or external
recruitment; if internal recruitment (presents employees/referrals/temporary workers/contractual
employees/ internee) or external recruitment. Select candidates and job offer to them. Satisfactory
level of recruitment is ended up.
Selection
Selection: is a process starts with gathering information from a candidate’s application and ends
with selecting him/her for a particular position of an organization.
Selection Criteria at Searle pharmaceutical company
To select the appropriate candidate is very important because more attention is paid to the costs of
poor selection. The selection decision has always been important as the way for a company to
obtain the human resource that is appropriate for the job and company. Searle pharmaceutical
company created selection criteria to make the selection procedure easier.
Developing good selection criteria is a very useful technique for outlining the particular needs of
the department for a particular position. This process makes the selection procedure much easier,
specific, straight forwarder and less subjective. The three standards followed in Searle pharmaceutical
company are explained below:
􀂃 Job Relatedness
Job relatedness means that every standard must be specifically connected to the work to be
performed on the job. All qualifications used to screen applicants in the hiring process are directly
related to the job being filled. If, for example, there is a requirement for a bachelor's degree, that
standard is shown directly related to the position. A candidate with a Ph.D. (in a field not directly
related to the position being filled) would not be more qualified than an applicant with a bachelor
degree in a related field. If specific knowledge of budget procedures is given as a requirement, the
position must require the application or use of that knowledge.
􀂃 Measurability
Minimum qualifications and selection criteria is always measurable and demonstrable. That
means they can be measured objectively or clearly demonstrated by the applicant or the
applicant's past history. If a selection criterion called for "maturity" or "attitude," there might be
many interpretations of what those standards mean. Therefore it would be very difficult to
measure the applicant against those vague criteria. A standard such as "demonstrated ability to
work effectively with supervisors, peers, subordinates," would much more closely fit the
requirement of measurability and demonstrability. Demonstration of this agility is verified
through references, letters of recommendation, and checks with previous employers. Even a
criterion such as "good typist" is not as easily measurable as "ability to type 60 words a minute
with only three errors."
􀂃 Successful Completion of Work
Criteria listed as minimum qualifications or selection criteria must be necessary to perform the
work successfully. If a bachelor's degree is given as a requirement for the job, but it cannot be
demonstrated that the actual degree is necessary for the performance of the job, then a criterion
like bachelor's degree or equivalent" is used instead. Relevance and quality of education may be
considered in the selection process but must be shown to be necessary for the particular job at
hand.
Selection Tools
Managing Director or The Chief Executive Officer has sole authority for any selection without
any competitive examination. Otherwise the following procedure is used for selection of
employees in Searle pharmaceutical company:
Written Test
 Written Test is only applicable for junior management, unionized and non-managerial
contractual positions. In exceptional cases where specific knowledge and skill areas are
needed to be identified and the interview is not sufficient enough to deal with, written test
is applied as a selection tool.
IQ Test
 IQ Test is applicable for all junior management and non-managerial contractual positions.
HRD is solely authorized and responsible for selecting the question patterns, venue and
time of examination.
Interview
Following is the standard interview process for junior management, managerial contractual,
unionized employees, and mid-level and senior management positions:
  For junior management, non-managerial contractual and unionized employees, interview
is conducted in a single phase, but before offering employment, it requires approval from
Head of the Department and HR Manager. The interview board is consisting of a
representative from HRD and a representative from the concerned department.
 For mid-level management, interview is conducted in two phases. For the first phase,
interview board consists of a minimum mid-level executive from HR and a senior
executive from the concerned department. For the final phase, the interview board
consists of the HR Manager and Concern Department Head.
Signing Authority
 HR Manager has sole signing authority for any employment letter up to management
grade Additional Manager, non-management and all contractual employees. The
Managing Director is the sole authority to sign any employment letter for management
grade ÄII Manager and above.
Selection Parameters
The job constructs (dimensions) and the sub-dimensions, against which applicants are evaluated
in Searle pharmaceutical company for suitability and compatibility, are shown below.
 Communication skills
 Self-motivation
 Interpersonal / ability to sell self and ideas
 Leadership potential and skills
 Decision making abilities
 Judgment abilities
 Knowledge / technical skills
 Management abilities
Employment Checklist
The owing documents is obtained from the candidate prior to offering employment letter and
designated person from:
 Application for Employment
 Medical Declaration Form
 Copy of last educational and where applicable, professional
 One copy of passport size photograph
 Curriculum Vitae
Selection Process
The following figure shows a typical recruiting process where switching between tools is a
frequent occurrence.
 Searle
Pharmaceuti
cal Company

Head-office
Plant-Based Sales-Based
Based

Director Director
Technical CEO Marketing
Plant And Sales

Director
General General Director
Director Director Regulatory Business Unit
Manager Manager Director HR Global
Markeing Finance and Business Head
Production Operations Business
Development

Quality Quality Business

Solids Liquids Injection Gel Manager Manager Manager Manager Manager
Control Assurance Managers

Manager Manager Manager Manager Deputy Deputy Deputy Deputy Deputy

Manager QC Manager QA Sales Marketing
Production Production Production Production Manager Manager Manager Manager Manager

Deputy Deputy Deputy Deputy National Regional Senior

Deputy Deputy Assistant Assistant Assistant Assistant Assistant
Manager Manager Manager Manager Sales Sales product
Manager QC Manager QA Manager Manager Manager Manager Manager
Production Production Production Production Manager Manager Manager

Assistant Assistant Assistant Assistant Marketing Assistant

Assistant Assistant Senior Senior Senior Senior Senior Senior sales
Manager Manager Manager Manager Representati Product
Manager QC Manager QA Officer Officer Officer Officer Officer Manager
Production Production Production Production ve. Manager

Senior Senior Senior Senior

Senior Senior Management
Officer Officer Officer Officer Officer Officer Officer Officer Officer
Officer QC Officer QA Trainee
Production Production Production Production

Officer Officer Officer Officer Management Management Management Management Management

Officer QC Officer QA
Production Production Production Production Trainee Trainee Trainee Trainee Trainee

Management Management Management Management Management Management

Trainee Trainee Trainee Trainee Trainee Trainee