HUMAN RESOURCE MANAGEMENT

REPORT
HILTON PHARMACEUTICALS



SUBMITEED BY:
SHEHZAD 3015
M. UMAIR AFTAB - 3138
S. M. FAUZAN ALI- 0770
M. KHURRAM KHAN - 1226


15 MAY, 2014




LETTER OF TRANSMITTAL
15 May, 2014
Mr. Salman Abbasi,
Iqra University North Campus,
Karachi.

Respected Sir,
We are pleased to submit you this term report that focuses on the Human Resource department of Hilton
Pharmaceutical Pvt limited for the course of Human Resource Management. In order to have a better
insight of the Contemporary Human Resource Practices in various companies, it was necessary to have
some practical experience. The purpose of this project was to analyze the Human Resource policies and
practices held at Hilton Pharmaceuticals and develop a report.
This report helped us understand the course better by having an insight into the human resource practices
of Hilton Pharma.
In accordance with the guidelines and direction provided by you, we have put in all our efforts to make
this report a complete and comprehensive piece of work for you.

Yours Sincerely,









ACKNOWLEDGEMENTS
Up and above anything else, all praise to Almighty Allah alone, the Omnipresent and the most Merciful
and compassionate. The words are bounded, knowledge is limited and time is short to express His dignity.
It is one of infinite blessings of Allah that he bestowed us with the potential and ability to contribute
towards the deep oceans of knowledge already existing.
At the very outset, we would like to express our heartiest and sincerest sense of gratitude to our worthy
teacher of Human Resource Management course Mr. Salman Abbasi for his inspiring guidance and
constructive criticism.
We are highly thankful for the cooperation of Mr. Omar Qamar Khan, Human Resource officer at Hilton
Pharmaceutical, for providing us with adequate information required for this report. We might not be able
to complete our report without his cooperation and kind assistance.
















TABLE OF CONTENT

S. NO DESCRIPTION PAGE
NO.
1 Executive Summary 5
2 Introduction 6
3 Recruitment and Selection 8
4 Training and Development 9
5 Salary Scale 11
6 Performance Management/ Performance Scale 12
7 Morale and Motivation 13
8 Career Development 14
10 Job Analysis 15



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EXECUTIVE SUMMARY
The human resource department serves as the backbone of an organization as it contributes the most to
the progress and sustainability of the firm. An organization cannot excel without the help of an organized
and active HR department because it is the most significant touch point a company can have. An
organization cannot shape an upright team of employed professionals without the help of good Human
Resources. The employees that HR hires are the ones that interact with the customers; they are the
successors behind executing the strategies and tactics formulated by the strategic apex. Its their role to
develop and productively accomplish the tasks at their respective managerial levels in order to benefit to
the firm in short as well as long run.
This report highlights the problems concerning human resource emerging in the HR department of the
company that we assessed. Along with featuring the problems prevailing in the department, we also
pointed the areas where the firm lacks in, and which are holding it back from transcending towards
success.
The initial part of the report covers the introduction of the organization covering how the company
functions in the market, which industrial sector, it belongs to and on what scale is it operating on in
Pakistan.
Hilton Pharmaceuticals has been functioning in Pakistani market for past 25 years from now and is one of
the leading companies. It occupies a large share of the market in the pharmaceutical industry. They deal
in all types of medicines, including general as well as specialized medication.










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INTRODUCTION
Hilton Pharma has emerged as one of the leading pharmaceuticals in Pakistan within a span of 25 years. It
is one of the major national pharmaceutical companies in Pakistan and is determined to bring the best and
new innovative health care products to Pakistan for masses at affordable rates. Hilton Pharma also serves
the international demand by providing top of line health care products to vastly demanding international
market. The company has managed to effectively build its pharmaceutical marketing and manufacturing
base. Hilton Pharma has delivered the blend of finest organizational values that is comprised of best
entrepreneurial skills along with employment moral values. The company is striving within the market to
maintain its position by constant development in Human Resources, effective team building and new
marketing approaches. Hilton Pharma has the most advanced and up-to-date production facilities
designed to conduct the production of utmost quality products. The production plant is situated in
Karachis main industrial area the Korangi Industrial Area.
Hilton Pharma is a growth oriented company, staffing highly skilled workers and professional
management supported by an ongoing, integrated human resource training and development program.
Every individual in Hilton Pharma contributes to the success and growth of the firm.
The key reason behind Hilton Pharmas achievement is they value their workforce and considers it their
real asset. Professionalism, close team work, mutual trust, strong code of conduct and continuous attempt
to improve work as well as their product quality are a few of the guiding ethics of their business
philosophy.
Hilton Pharma believes their goal driven and motivated sales force directed by professional manager
guarantees that the firm upholds its competitive market position.
With the assistance of their well-integrated sales and marketing efforts, backed by a strong nationwide
distribution network, Hilton Pharma has managed to emerge as a successful and reputable company
across Pakistan.
Amongst almost 688 pharmaceuticals companies operating in Pakistan, including 313 Multinational
firms, Hilton Pharma is ranked 22th among local pharmaceutical companies.




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Human
Resource
Manager.
Assistant
Manager of
H.R
Human Resource
& Administration
Incharge.
Human
Resource
Officer
Senior
Officer of
H.R
EMPLOYEES TURNOVER
The companys employee turnover ratio is very high which reflects that the company is not doing well in
retaining employees. This problem has caused the company to spend more money on hiring and training
budget of employees. The company is yet not able to identify the reasons behind this huge turnover of
work force.
BUSINESS FUNCTIONS
Hilton Pharmaceutical comes amongst the best group of companies in Pakistan responsible for
manufacturing and marketing of Medicated Products, Pharmaceutical Raw Material, Animal Health
Products and Food and Feed additives.
They have an exceptional marketing system involving 250 competent and skilled medical representatives
covering entire Pakistan. They hold a good relationship with the medical professionals and government
institutions.
COMPANYS WORK-FORCE SIZE
The workforce of Hilton Pharma comprises of almost 900 to 1000 workers. This includes office staff as
well as the factory staff.
HUMAN RESOURCE DEPARTMENT
The Human Resource Department of Hilton Pharma comprises of 5 managerial levels that are as follows:





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HR PRACTICES
RECRUITMENT & SELECTION
The primary objective of the recruitment process is to employ the right person for the right job in order to
meet the mission of the company. It is necessary that the process must be unbiased and shall be
productive for the company for appointing the competent and skillful candidate. The hired personnel must
be screened accurately from the pool of candidates to avoid discrimination. Hilton Pharma makes sure
that the quality of the talent hired is maintained by providing then training.
Hilton Pharma has different recruitment criteria for its different positions within the organization. They
conduct both Internal & External recruitments. For Medical Service Executive they do immediate hiring
on contractual basis for launching new medicine. For managerial positions such as marketing managers,
they outsource the task of hiring to headhunters. Whereas for other department's recruitment policies may
change depending on the positions. When it comes to job vacancy for a high level post they are looking
for experience, and in such cases usually they prefer internal supply of candidates for promotion, For
internal hiring they check the employee database for who is eligible to be promoted internally in the
organization. In external hiring they firstly generate a pool of candidates through sources like newspaper
advertisement and internet job portals and then select the right match for the vacancy. Hilton Pharma also
provides opportunities for fresh graduates through internships and can sign them permanently as well
depending on their performances. For fresh graduates Selection Tests are conducted in order to assess
their intellectual skills of the respective field they have applied for. The Human Resource Department of
Hilton Pharma has been trying to follow a cost cutting approach to recruitment and utilize that saving in
the area of Research and Development.
They even post job vacancies on job portals such as LinkedIn, Rozee. Polk, and Mustakbil.com. These
portals are very much into the knowledge of people of professional world looking to apply for jobs and
can forward their CVs on the site to the Hiltons HR department.
Merit Based Selection is conducted when the candidates have a strong academic background belonging
to a prestigious institution.
Reference Based selection is conducted on rare bases only when the candidates have relevant experience
and is competent enough.



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PROBLEMS IDENTIFIED IN RECRUITMENT PROCESS
The selection test that is conducted of fresh graduates mostly comprises of General Mathematics
while not all jobs require the knowledge and skills for performing mathematical problems.
They do not visit any universities or colleges to recruit fresh candidates
The company prefers reference over merit. They usually appoint candidates that come with
reference.
Hilton doesnt have a career website portal where candidates could find vacancy in any position
that is required to be filed within their organization.

TRAINING & DEVELOPMENT
The Human Resource Department of Hilton Pharma identifies the needs of employees to be trained and
plans to overcome their deficiencies with the assistance of supervisors. The training session with Hilton
Pharma is held in the February every year. Extensive training is given to employees in various dimensions
but not in all departments.
The company focuses on employee development and makes sure each employee is given appropriate
training in order to make then qualified for the job. As medicine is their main product so they need to opt
for Direct Marketing or push strategy for their branding. The task of Direct Marketing demands
individuals with good communication as well as knowledge and skills and for that they need to give
proper training to their employees. The company gives all the necessary details of the product list along
with prices etc. Hilton Pharma spends a good amount on training and development of employees, which
in the end generates a fine sum of revenue for them.
The company also provides basic orientation training to all employees about how to perform the tasks
given to them, to whom will they report, work environment awareness, information about company rules
and regulations, increment, leave, pay policies and working schedule.
The Brand Managers of Hilton Pharma are responsible for conducting the Training Sessions and
Workshops. If the company comes across any individual being paid more than his qualification and
experience for a specific job, then the company would shape and develop his knowledge and skills by
conducting job rotation. This will lead to increase in his job specification and help him get promoted.


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PROBLEMS IDENTIFIED IN TRAINING AND
DEVELOPMENT
Hilton Pharma doesnt have an ongoing training program. This leads to demotivation amongst
employees causing poor performance, absenteeism and other employee related issues.
Most of Hilton Pharmas trainings are given online leaving chances of poor communication and
very little probability of conveying the message. This also leads to the possibilities of
miscommunication or confusion between the trainers and trainees.


















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CEO: 5 Lacs +
Director: Ranges between
2.5 Lacs to 4.5 Lacs
Top line Managers: Ranges
between 1 Lac to 2.5 Lacs
Assistant Managers: Ranges
between 50 thousand to 1
Lac
Low line Managers: Ranges
between: 25 thousand to 50
thousand
SALARY SCALES
The salary scale of this company varies from the different designations & responsibilities.






















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PERFORMANCE MANAGEMENT/
PERFORMANCE APPRAISAL
Performance Management and Appraisal both are conducted at the end of the fiscal year i.e. April. The
Human Resource Department of Hilton Pharma is chiefly accountable for this task. The company has a
form specifically for this task which is circulated in all departments and filled by every employee to
receive feedbacks from their fellow subordinates, managers and peers. Later the form is evaluated and
analyzed by the department heads. The Performance Management timeframe can be changed when need
for instance, when the company plans to launch a new product or project they may conduct the
Performance Management then to see who are qualified employees for it. The targets for the New Year
are set on the last year performance and market growth. Then the targets and tasks are accordingly
allocated to employees on the basis of their performance.
The Performance Appraisal of the company is also done in April. After analyzing the performance of
employees the Human Resource gives numerous performance rewards such as an increase in salary or
increment. If they come across any case in which the employee is more competent and qualified for a
higher level job they promote that person and increase his job description.












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MORALE & MOTIVATION
Hilton Pharrma believes in encouraging and retaining the key employees of their workforce through
financial benefits and other prick and privileges such a comfortable working environment. Hilton Pharma
assures prosperity and security of their employees by providing them with promotions and other benefits
as well as other perks and privileges such as transportation facilities, fuel expense, insurance expense and
many more benefits so employees are motivated and are satisfied with their job and the company policy
and environment. Also guaranteeing that employee appraisal process is completed justly and is not
subjected to any kind of discrimination that can lead to dissatisfaction among the employee`s, forcing
them to quit their job post under biased work environment.
The company makes an effort on making their employees feel valued by celebrating their
birthdays and sending cards and gifts on special occasions such as Eid.
In order to retain their employees and trust towards the company they can opt for numerous
motivational techniques.
Distributes bonuses on Eid and Ramzam.
Provident fund is given on the willingness of employees.
When the company earns revenue more than they estimated, the employees are also given a share
of it in form of increment or bonus.











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CAREER DEVELOPMENT
Career Development can play a vital role in retaining and motivating employees as it not only facilitates
the organizational structure infact it also encourages the employees to give their 100% in achieving their
goals. All employees want to exposure and growth in their career path and attain more than what they are
presently achieving. Career development is conducted annually by evaluating employees in contrast to
their goals and judging where they stand in attaining their objectives. If the employees are achieving their
goals and targets, then they are awarded with incentives or get promoted to a higher position in the
companys hierarchical level. Hilton Pharma also permits job transfers within its organization so that
employees working there can progress themselves and their performance within the organization. This
allows them to apply for higher or new posts within the company and also be eligible to be promoted onto
the next level. They prefer internal recruiting rather than an external source of candidates. This way
employees working experience get further broadened.
Succession planning is essential for an organization because through it, they can keep their employees
motivated by providing them opportunities to succeed in their career paths. It gives an objective to
individuals by fulfilling which they can also satisfy organization's requirements.
Hilton guarantees succession for hard-working individuals and sends them to learn and experience a work
environment.











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JOB ANALYSIS
Job analysis is conducted in every department of Hilton Pharma with keen observation. HR Department
along with the heads of other functional departments conducts job analysis in order to find any opening or
vacancies.
After the vacancies are found in any specific department, the HR specialists with the assistance of line
managers draft job description for that particular job opening. After the JD is formulated, the company
publishes job opening in the newspaper and online job portals listing complete job profile and criteria that
will be required for executing tasks and duties mentioned in the official job description. A brief
description of the working condition is given, such as the atmosphere and office environment that is most
appropriate.