HRM Report

of 59 /59

Embed Size (px)

Transcript of HRM Report

Submitted To:Mr. Tariq Saeed

Prepared by:Shaneel Anwar 15181Waqas Javed 15206 Saad Saleem 15193Rijaa Kaleem 15174Rabia Kamal 15185

A MARKET LEADER WITH HEARTThe search for optimum human health is the main driver at Getz Pharma. In its effort to foster well-being in the communities it serves, Getz Pharma enhances the quality of life through research and development, manufacturing and marketing of pharmaceutical, biotechnology and health care products. Getz Pharma establishes its brand image through a robust and agile marketing and sales presence in South Asia, Central Asia, Southeast Asia, Asia-Pacific, the Middle East and Africa. IMS rates Getz Pharma as the fastest-growing company in the regions it markets its products. The fact that our products are well-accepted and their demand is growing in these countries is because of the confidence imposed in their quality by the medical community and patients, globally. World-Class and cGMP-Compliant ManufacturingWe manufacture high-quality branded generics, that are leaders in their class, at our cGMP-compliant facility in Pakistan. Licensors, molecule owners and inventors from around the world avail our toll manufacturing and/or licensing services. Our Corporate HeritageGetz Pharma is a member of the Getz Group of Companies. Getz Brothers & Co. Inc. has operations in 23 countries, primarily in Asia and Australia. Getz Brothers International distributes consumer products, pharmaceutical products and medical devices in these countries. Business PartnershipsGetz Pharma puts a premium on developing associations with companies that are committed with passion and ethics in one or more of the following areas: contract research, contract development; manufacturing; marketing; or distributing pharmaceutical, biotechnology and health care products. Human Resource Development and Corporate CultureThe key to ensure quality of the products and maintain our market leadership is to develop the quality of our people. One of Getz Pharma's key objectives is to ensure that Getz Pharma is rated by its employees as one of the best companies to work for in every country in which we operate. Respect for people, respect for our business associates and customers, a focus on safe technology, teamwork and transparency are the core values upon which we build our corporate culture. We aspire to stay agile, year after year, by creating a vision-driven organization that continuously strives to empower its people. As a result, our people have very high energy levels and they set very high goals for themselves for which they feel fulfilled and are rewarded. Socially Conscious CompanyGood corporate citizenship is top-of-mind at Getz Pharma. We engage in disease prevention initiatives, and conduct free screening camps for Diabetes, Hepatitis, and other life-threatening diseases. This way we maintain an unwavering focus on the well-being of every community in every region in which we operate. StrengthsSmooth Governmental InterfaceGetz Pharma has a highly skilled, effective and successful regulatory team in every market that we operate in. Our regulatory team ensures early product registrations in our markets. Research & Development Getz Pharma has robust new product development. A highly qualified and trained team of scientists, pharmacists, chemists and engineers in our Research & Development and operational departments are working not only to develop new products but also to have a continuous improvement in quality at a dedicated high-tech R&D site. The products developed by this team conform over their shelf life to internationally accepted standards of quality, purity, efficacy and safety. Mission Getz Pharma's mission is to develop, produce and market safe, effective and quality medicines and health care products that will improve the health and quality of life of men, women and children. Getz Pharma pledges to provide the highest quality manufacturing of health care products. Values Respect for people: Our principals, employees and suppliers are the basis of our quality and service. As each shares responsibility for Getz Pharma's reputation as a quality manufacturer and marketer, so each deserves to be treated with fairness and dignity. Respect for our business associates and clients: Getz Pharma seeks long-term and transparent relationships with its business partners, and enters into all transactions with integrity and trust. Focus on safe technology: Getz Pharma selects technology that adds real value to its products and services and that does not harm the environment. Guiding Principles To achieve our mission, we: Recruit the best-qualified professionals and promote on the basis of objective performance appraisals of each individual's ability and willingness to take additional responsibility. Foster the individual and professional development of our employees by providing them continuous training of the best quality available.Good Corporate Citizenship Getz Pharma's culture involves sharing success with the community at large. Within the purview of health care, we have pursued philanthropic and non-commercial ventures and contributed towards social consciousness, collaborating with Civil Society Organizations (CSO). Encouraging Learning - Scientific Initiatives Our investment in scientific initiatives supports continuing education, sharing knowledge, and forging new connections through: KOL (Key Opinion Leader) Panels Seminars Symposia RTDs (Research and Technological Development) Funding epidemiological studies and clinical trials at leading academic institutesNurturing All-Round Excellence We recognize that good health is more than physical. To encourage youth to develop their full potential, we offer: Sports scholarships Music and arts scholarshResearch & DevelopmentAt Getz Pharma, our new product development program generally includes pre-formulation studies, excipient compatibility studies, analytical methods development and validation, formulation development and optimization, formal stability studies, and manufacturing process development according to ICH Guidelines. At Getz Pharma, we also have a quality program dedicated to continuous improvement of product quality of running products at a dedicated high-tech R&D site. These laboratory-scale batches are subjected to stability as per the ICH norms. The complete documentation of the laboratory data is presented in a format compliant with European standards or in an FDA-compliant mode, depending on the targeted markets. Getz Pharma also has research capabilities specializing in the design, testing and evaluation of health care products for life sciences companies worldwide. Our technology development team consists of scientists drawn from some of the best research organizations. Through a combination of state-of-the art analytical instrumentation, infrastructure meeting global development standards, and world-class expertise and level of scientific excellence, we ensure that our clients receive true added value to their R&D projects, completed in the speediest and most cost-effective manner without compromising data quality. At Getz Pharma, we understand that a sound infrastructure meeting global standards is an essential part of achieving our deliverables. Our laboratories are well-equipped to handle: Tablets, immediate release Tablets, controlled or sustained-release including MUPs Tablets, enteric coated Capsules, hard gelatin or HPMC, filled with powder, granules, mini tablets or pellets Capsules, controlled or sustained-release Oral liquids and suspensions Ocular drops, nasal sprays and inhalations Semi-solid dosage forms Injectable dosage forms including lyophilized products An ICH-compliant stability management program for testing stability

OUR ACTIVE INGREDIENT IS INNOVATIONAt Merck Serono, we are actively committed to transforming lives through medical science. We specialize in the treatment of cancer, neurodegenerative diseases, infertility, endocrine and metabolic disorders, cardiovascular diseases and other serious, life-altering diseases.Around the world, over 17,000 employees work to discover, develop, manufacture and commercialize Merck Seronos prescription therapies, available in over 150 countries.We are internationally recognized as a biotechnology leader, with innovative and successful products along with a well-stocked and promising development pipeline. Specialized know-how in research and production means that we are able to ensure absolutely high-quality manufacturing, a key success factor especially in the biopharmaceutical industry.In 2011, sales of Merck Serono products generated total revenues of 5.9 billion.Taking responsibility for your healthConsumers are increasingly taking responsibility for their health and self-medicating minor complaints. Merck Consumer Health Care is addressing this trend with international brands that are trusted by consumers and backed by science.The Consumer Health Care division consists of three key consumer health care companiesSeven Seas Ltd. in the United KingdomMerck Mdication Familiale in FranceMerck Selbstmedikation GmbH in GermanyIn addition to these companies, the Consumer Health Care division operates businesses in Europe, Latin America, Asia and Africa.Merck's over-the-counter portfolio includes chough and cold remedies, supplements that keep you active and moving, everyday health supplements, and women's and childrens health products. HealthBaba-Bhit Medical Facility, KarachiBaba-Bhit islands are two small islands within Karachi harbor only one kilometer away from Kemari boat basin. Fishing is the only occupation of these islanders who are a very disadvantaged and weak section of our society. Merck constructed the 12 bed hospital at Baba Bhit islands, with inhouse facilities including Ultrasound, X-Ray, and Operation Theatre etc. Merck has undertaken the responsibility to finance, organize and manage the hospital for the welfare of the people of the island while Sir Syed College of Medical Sciences Trust will make doctors available at the hospital. The City District Government has been extremely co-operative and has provided land free of cost for the hospital.A total construction of 6,200 sq. ft in excellent quality has been built on that area. It should be highlighted that every single material used on the construction had to be taken by boat to the island, making this project a real challenge for Merck.Merck (Pvt.) Ltd. is conscious of its social responsibility and continuously supports community health activities for providing better health care for ailing humanity. The company has many projects on the area of Health, Education, Environment and Culture in Pakistan.Merck Aur Sehat Saath SaathMerck in Pakistan has contributed to health awareness initiative through its TV and Radio Program, Merck Aur Sehat Saath Saath (Merck and Health go together). Aired on PTV-1 for the past 2 years, it completed its 100th episode with a recap of all topics that have been covered including Diabetes, Cardiology, and Oncology to Ophthalmology.EducationKing Edward Lecture Hall RenovationIn line with its corporate social responsibility initiatives, Merck in Pakistan has always been keen to make its due contribution to social development, particularly, in projects related to health care.In 2006 Merck (Pvt.) Ltd. executed complete renovation of two lecture halls at King Edward Medical University, Lahore on modern lines with state of the art technological equipment to provide medical students a world-class learning atmosphere.The renovation included not just installing latest technology, but also, restoring the lost grandeur of centuries old architecture. Lecture halls were equipped with overhead projectors, multi media projectors, electronically operated screen, VCR, DVD player and custom build teakwood podiums with built in desktop computer and flat screen LCD monitor. However, this was not the end, as keeping in mind the extreme hot weather conditions experienced during the summer months, both lecture halls were outfitted with split air-conditioning units to make learning for students more comfortable as well as the overhauling of electrical re-wiring and lighting, microphone, amplifying and speaker system thus providing state-of-the art visual and audio facilities.Preserving 150-year old history of the medical college was the challenge for the organization, which was achieved in great style and appreciated by the management of King Edward Medical University. Water Testing Lab (IES), KarachiThe subject of Environment is multidimensional in nature. The solution of environmental and related problems therefore requires the efforts of all including Government organizations, social scientists, medically qualified personals, engineers, microbiologists, chemists, biologists and agriculturists. Medical professionals although very much concerned with the health of the community, however they alone cannot effectively solve environmental health problems. Environment pollution is a mixture of pollutants comprising of water, noise, air and solid waste etc.Merck in Pakistan being a good corporate citizen is concerned about health, safety, security and environment not only for its employees but also the community. In 2004 Merck had given an assignment to Institute of Environmental Studies (IES), University of Karachi to check the drinking water quality of Karachi. A detailed survey was done and was found out that 95% areas of Karachi received contaminated water through pipelines. Apart from that 70% bottled water sold in the mega polis was also not fit for drinking.During the study the Management of Merck found out that there is no reference lab in Karachi from where one can get the drinking water tested on reasonable rates. The so-called reference labs are not professionally & technically managed whether Government controlled or privately owned labs. Feeling its corporate responsibility Merck decided to strengthen the existing lab facility of Institute of Environmental Studies, University of Karachi. This has helped not only the concerned people but has also facilitated the students to get the advance knowledge of water testing through dedicated water testing instruments and kits.The project was named Merck Lab was started in September 2006 and was completed in December 2006. It is a well-equipped lab with a facility of any reference lab in the world. It can test not only microbiological contamination in drinking water and wastewater but can also provide chemical testing facility including heavy metals.The inauguration ceremony was held in the February 2007 and after that was handed over to the Institute for education and research purposes. This project highlights the aims and objectives of Merck to its commitment towards the Environment.School DebatesOrganised yearly in Karachi for O-Level students together with Rotary Club, Merck in Pakistan sponsors the first 3 position holders with 2 flight tickets each to a historical site in Pakistan. In 2005, 2 students who won first position in the past years were sponsored by Merck to participate in an international school debate in Istanbul, where, they represented Pakistan very well.Schools in QuettaBeing the only multinational and the biggest company in Quetta, a contribution for the upgrading of the education facility in the poorest province of the country was necessary. A donation by Merck through The Citizen Foundation for the construction of two Schools (Primary + Secondary Levels) from Grade 1 to 10 and one College (Grade 11+12) was the start. The both schools are being built in the city of Quetta and will accommodate around 1300 students in front of the Merck production site at the Ayub stadium. Additionally two secondary schools have been donated to be constructed in front of the new SOS children village under construction The Citizen Foundation is an expert in the construction and in running schools. The Primary section of one High School opposite Merck Quetta Factory became operational in March 2007. Admissions in the primary section have concluded and classes have commenced fully since April 2007. Secondary section is currently under construction and would be completed by mid of the year.Support of SOS Children VillageQuetta does not have a SOS Village. The construction of the village has commenced, since then sponsors from abroad have come up with the necessary funds. With our help, SOS managed to procure land from Government of Balochistan for this purpose, which will be a mega project to be completed over the next two years.The Governor of Balochistan wanted to start with the SOS village, even with one home, and started with 1 mother with 12 kids. However, the number has grown since then and now there are two homes with 2 mothers and 31 kids. The Government is paying the rent of the houses in Quetta and Merck has sponsored the necessary furniture as well as education expenses. The administration in the factory is bringing kids to the medical clinic at the factory, where necessary, and generally looking after how the kids are doing.CultureMerck believes craft and culture has no boundaries. The first initiative in that respect is the Merck Chowk roundabout in Quetta Cantonment area. It is 33 feet Granite structure superimposed by super M. Merck is written on marble stone on its four corners. Promoting ethnic art of Pakistan, Merck has contributed by designing 5 calendars in the past 6 years i.e. for 2003, 2004, 2005, 2006, 2007 and 2008. The 2003 calendar was based on Pakistans leading artist Gulgees vibrant colours. The 2004 calendar was created by the exceptional young talent of The Indus Valley School of Art and Architecture. The beautiful and vibrant colours of the intricate Baluchi embroidery with its geometric patterns and worked with variety of stitches was the basis of the calendar. The 2005 calendar was innovative in the sense that it was dedicated to Fashion in Pakistan. The 2006 calendar was a depiction of Life in Pakistan through the eyes of the various artists and titled Journey through Pakistan. In 2007, the calendar was dedicated to the inspiration work of the famous artist Bashir Mirza with its poignant depiction of expression through simple black and white sketches. "This year, that is 2008, the calendar is dedicated to the traditional art of Mughal miniature paintings contributed by various artists like Bashir Ahmed, Haji Muhammad Sharif and Ustad Sheikh Shujaullah".The other is the forty-foot high sculpture entitled Forgotten Text created out of copper, iron, steel, computer motherboards and glass. It originates from Mohenjodaro, Sindh and is made from three hieroglyphic symbols joined together to create a form suggestive of a chariot racer.

COMPANY DESCRIPTIONNABIQASIM is the one of the fastest growing National companies dealing in manufacturing and marketing of pharmaceutical and healthcare products in Pakistan as well as in overseas markets of Asia, Middle East & Africa. Today, its products are accessible to millions of patients at hospitals, clinics and pharmacies in over 22 countries. For more than 38 years, NABIQASIM has been setting the standards of excellence in pharmaceutical manufacturing and providing quality products and services to its clients across the country. Incorporated in 1967, the company emerged as a pioneer and now ranks among the top 10 National pharmaceutical manufacturing companies of Pakistan enjoying a healthy growing market share.NABIQASIM'S core business activity is pharmaceutical formulations which includes product development, manufacturing and marketing. Our product range exceeds over 70 products in the form of capsules, tablets, syrups, suspensions, drops, gels, creams and injections in the field of psychiatry, Cardiology, Neurology, Orthopedics, Pediatrics, Dermatology, Gynecology, Medicine, Surgery, ENT and ophthalmology.With the most modern plant and equipments, coupled with highly qualified and competent personnel, NABIQASIM has achieved tremendous growth and has won numerous accolades in the last decade. The company has also acquired ISO-9002 QMS certification and is strictly following cGMP standards. We are recently certified for ISO-9001:2000 as well.As NABIQASIM grows with time, it will continue its commitment to provide the pharmaceutical industry with products and services that are unrivalled in its category.

THE COMPANYFor nearly 5 decades Nabiqasim has been offering high quality affordable pharmaceutical products and services to improve the overall health standards and making healthcare accessible to everyone. The core business activity includes formulation development, manufacturing & marketing of branded generic pharmaceutical products and offering services related to health sector, to its local and international customersThe company has its cGMP compliant manufacturing facility located in Karachi covering more than 100,000 sq.ft. having segregated sections for Oral Solids, Liquid Dosage, Semi Solids, Sterile Injectables & Eye Drops. The facility is equipped with modern machinery and operated by highly qualified and competent personnel to produce products under strict cGMP conditions. Nabiqasim also has dedicated sections for cephalosporins, prostaglandin & Sterile Lyophilized injections.Nabiqasim's philosophy of never compromising on quality has enabled it to be among the leading national pharmaceutical companies.The significant investment in technology to produce high quality products shows the commitment to its core values. The company has Independent Quality Control & Quality Assurance departments which monitor the products manufacturing at every step involved from selection of raw materials to transformation of quality finished products.Nabiqasim also offers contract/custom manufacturing services to its domestic and international customers and has been certified for conformance to ISO standard 9001:2008 in all its operations.The company has an independent Development section which is focused to develop new / custom formulations and has a lab scale Development & Stability facility for its upcoming Products.Nabiqasim has strong market presence in nearly all pharmaceutical segments including Cardiology, Surgery, Orthopedics, Pediatrics, Gynecology, Neurology, Dermatology, Medicine, Psychiatry, ENT and Ophthalmology. The company has a dedicated "International Marketing" department comprising of highly skilled and qualified professionals taking the company to new horizons. Currently the company products are exported to Middle East, Far-East, Central Asian & African countries.VISIONTo attain global recognition of being the leading Pakistani multinational setting standards of high quality, innovation and dedication for its products and services offered to its customers around the globe.MISSIONTo raise the overall health standards by ensuring reliable and sustainable supply of high quality effective medicines.QUALITY"Quality at Nabiqasim is more of a lifestyle rather than a set of regulations."Quality at Nabiqasim begins with management commitment & ends up with transformation of Customer's voice into reality of quality built in product(s). The quality at nabiqasim comprises of three pillars: Quality Control, Quality Assurance & Quality Management, which have interrelated operations for customer satisfaction & high degree of confidence. We ensure the quality is adamant and persistent in our products to meet & exceed customer expectations.

QUALITY MANAGEMENT SYSTEMSQuality Management has been established at Nabiqasim to integrate quality assurance (QA)/good manufacturing practices (GMP)/quality control (QC) through trained & IRCA qualified staff. To understand specific requirements on quality management it includes: Organization, Procedures, Processes and Resources through implementation of ISO 9001:2008, as Certified by Bureau Veritas Pakistan (Pvt.) Ltd {UKAS-United Kingdom}. Quality Management also focus on compliance of ISO 14001:2004 & OHSAS 18001:2007 through internal procedures. Internal Quality & HSE Audits, Management Review, Training, Control & Distribution of all documentation through intranet (e-distribution) are secret of compliance.Quality Management provide solid foundation for systematic actions necessary to ensure adequate confidence that a product (or service) will satisfy given requirements for Quality. The totality of these actions serves to generate confidence in our Quality System at Nabiqasim.QA, GMP and QC are interrelated aspects of Quality Management at Nabiqasim.FACILITYEmbracing new technologies, new challenges and introducing new branded generics.Nabiqasim has invested significantly in technology to produce high quality products. The Formulation facility is located in the industrial zone of Karachi and is spread over more than 120,000 Sq.ft. This state of the art cGMP compliant production facility of Nabiqasim is equipped with modern machinery and is operated by highly qualified and competent personnel to produce Quality products in accordance with current Good Manufacturing Practices (cGMP).The layout of the Production facility is designed to permit effective cleaning and maintenance in order to avoid cross-contamination, and offers complete protection from adverse effects on the quality of products.HVAC systems installed in Production facilities ensure appropriate temperature, humidity and controlled, cleaned, filtered air. Utilities and services like purified water, Distilled water, clean steam and compressed air etc. are of requisite quality and are monitored continuously.The factory consists of sections for Production of Solid Dosage Forms (tablets, capsules, and effervescent powders), Liquid Dosages (syrup, enemas, ear drops), Semi Solids (creams, ointments, gel), topical Solutions, dry powders and sterile eye drops. Each area is serviced by separate Air handling (HVAC) units.The company has a separate dedicated facility for the cephalosporins (Antibiotics). This is a self-contained area that includes separate AHUs, personnel, well equipped with manufacturing equipments & packing machines. The company also has dedicated sections for Prostaglandins & Sterile Lyophilized Injectables.BIOTEST PHARMACEUTICALS CORPORATION - FROM NATURE FOR LIFEBiotest Pharmaceuticals researches and manufactures biotherapeutic products with a specialization in immunology and hematology. Biotest Pharmaceuticals is a leader in the collection of source plasma and is currently involved in the development of plasma protein products in the field of Primary Immune Deficiency (PID) and various hyperimmune (IG) products which are antibody specific to high titer for treatment of modality.Established in 2007, Biotest Pharmaceuticals owns and manages plasmapheresis centers across the United States and operates a state-of-the-art manufacturing facility in Boca Raton, Florida. Biotest Pharmaceuticals employs more than 650 people in the US. Biotest Pharmaceuticals is a subsidiary of Biotest AG, a German-based global provider of plasma protein therapies that employs approximately 1,700 people worldwide.

ORGANIZATIONAL STRUCTURE:

ROLE OF AN HR DEPARTMENTThe HR department in a company is responsible for the following tasks: Organization development Recruitment and Selection Performance management Compensation and remuneration Training and development Orientation and socialization Although the HR department is comprised of only 5 people but still their presence is strong and they take decisions majorly in employee recruitment and selection, and in internship and placement of students.Their objective is to facilitate human resource working in organization, and to manage and retain and attract the best available resource in the market, through various compensation and remuneration packages. They also train and guide employees in their career objectives. Give orientation and socialization to new employees, internees. Identify the performance gaps and then recommend training needs accordingly. Do performance management and compensation of employees on yearly basis.As the no of staff is less and they are looking after 5 sub-companies so the workload is very much on them, but despite of that they still enjoy their work and perform tasks with same efficacy and efficiency.They have an open door policy, any problem if employee faces during working then they can come to them and discuss with them freely and frankly, they hear the problem, find out the best possible solution and facilitate the employees to their possible extent.TASK PROBLEMSOn inquiry, it was found out that HR department is facing problems majorly in performance management of the employees. The reasons they told me were as follows: Managers are not doing performance management properly Employees are not happy with their performance management and compensations Although, if we get done proper performance management from the managers, still there are dissatisfactions.Employees need to be motivated constantly to keep the level of performance high. The key to human resource motivation is that their contribution to the organization must be recognized. The assessment of how successful employees have been at meeting their individual goals therefore becomes a critical part of Human Resource Management (HRM).. Therefore, this research is about performance appraisal, which emphasizes the role of the performance appraisal in enhancing employee motivation in organizations.. Thus from a human resource development perspective, the accomplishment of this research objectives may lead to improved uses of performance appraisals based on several changes. It is hoped that this will primarily important to organizations to identify the strengths and weaknesses of the current appraisal systems on motivating employees and to take necessary steps to improve the system.Well-designed and well-executed performance appraisals have a strong motivational impact. Appraisals have the power to motivate employees because they provide a number of interconnected benefits: They demonstrate the need for improvement. If employees dont have a clear understanding of how theyve been performing, they cant be motivated to make any improvements. They meet higher-level psychological needs. Researchers continue to find that recognition is one of the most powerful forms of motivation for large numbers of employees. Although you can find numerous possible sources of recognition on the job, performance appraisals are an opportunity for employees to receive formal, significant, and enduring recognition from their manager. They build a sense of personal value. When managers take the time and effort to carefully review, analyze, document, and discuss performance with employees, the underlying message to the employees is that theyre important and valuable, and this alone is quite rewarding, whether the feedback is positive or not. They enhance personal development. Performance evaluations are motivational for employees who are looking to enhance their personal learning, growth, and development. Appraisals are a highly valuable source of information, insights, and tools necessary for such progress. Performance appraisals are similarly motivational for employees whose needs are centered on achievement, goal attainment, and sensing personal effectiveness, respect, and trust. They turn employees around. When employees are performing poorly, performance appraisals can provide the wakeup call that they need to get refocused and reenergized. With performance appraisal, however, the purpose of the session is not strictly disciplinary, so the employee is more likely to walk in with a more receptive and open mind. As a result, your comments regarding an employees questionable performance have an excellent chance of being heard and generating action as a result. They increase satisfaction. When performance appraisals meet the employees needs in such areas as gaining recognition, sensing achievement and competence, experiencing growth, and meeting objectives, theyre also contributing to the employees job satisfaction, and this is one of the most important elements at work today. When employees are satisfied, some of the most visible indicators are reduced turnover, absenteeism, and tardiness.

IMPACT OF A PROBLEM:Many employees feel dissatisfied with their jobs at one point or another. Some employees leave their jobs for better opportunities, while others choose to stay. Employees with low job satisfaction can negatively affect a company because they typically lack motivation, perform poorly and possess negative attitudes. These symptoms can directly affect a companys bottom line. Managers should understand the reasons employees are unhappy at work. Understanding the causes can help managers find the right solutions.LIMITED CAREER GROWTH AND ADVANCEMENTA lack of career growth and advancement is another reason why workers are dissatisfied at their jobs. Employees who feel stuck in their job position are less motivated to maintain high productivity than those who do not. Workers feel valued when employers include them in their long-term plans and show their appreciation through promotions. Employees who move up in an organization and receive just compensation to reflect their title and responsibility changes usually commit themselves to the company for the long term.LACK OF INTERESTA lack of interest in the work is another reason why employees are unhappy. Most employees want to perform job duties that are engaging and challenging. Monotonous work causes an employee to experience boredom. Bored and unchallenged employees experience little incentive to concern themselves with workplace productivity. POOR MANAGEMENTThe management team plays an important role within an organization. Managers are responsible for motivating employees, planning, organizing and controlling within the organization. A key reason employees perform poorly in the workplace is poor management. Managers with poor leadership skills tend to offer little feedback on employees performances. Micromanaging and dictating to employees instead of motivating them can cause a decrease in employee productivity. Some organizations possess highly political cultures that tend to discourage workers from believing the roles they fill are important to the organization.

ROOT CAUSE ANALYSIS/ FISH BONE DIAGRAM

EmployeesHR DepartmentManagers Not working properly Not performingun competent Not doing job evaluations Dissatisfied needs training

FISH BONE ANALYSISNot sufficient knowledge Less motivatedbounded

Not proper From managers ManagerEffective Top management HR deptAuthentic employeesEmployees

CompetencyCommunication gapsProcess

REASONS, COMPILATION OF DATAIn this chapter, we look at the findings through a survey conducted regarding compensation satisfaction among employees; we look at each questions response, and analyze the results. We have a sample size of 28 volunteers, and after getting questionnaires filled, we computed the results.

FINDINGS OF RESEARCH QUESTIONS

We look at the results of all the questions.Q.1. Is it fair, in the sense that employees of same grades are receiving same pay and benefits?Response:

When I compute the results, I saw that 50% of the people said yes employees are getting same pay and 50% said no they are not getting fair pay. Those who said yes might not aware of the salaries others are receiving and it might be possible that this is their assumption that same grades employees are receiving same pay.

Q.2. Does it fluctuates with the company profits, like in the case if company is going in loss then you do not get compensation/ pays?Response:

When asked this question that does it happen that pay fluctuates if company goes in loss, 70% employees responded that no, its fixed, even if company faces a loss still they get fixed pay and 30% said yes it fluctuates when company faces a loss. Might possible that these 30% have gone through with this scenario.

Q.3. Is it based on individual performance or group performance like for eg, if working in a group on a projectResponse:

When asked from the employees that how they measure your performance if working in a project in a group 50% of the employees responded that they measure not only individual performance but also they see group performance and group success. 21% responded that it is only based on the individual performance and rest 28% responded that it is based on group performance.

Q.4. Do you get compensation, if you do any project, assignment or overtime?Response:

When asked this question from employees that if you do overtime then do you get compensation for it 57% of the employees responded no, we are not getting compensations for our extra work, while 42% responded that yes we are compensated for that extra work.

Q.5. In your opinion, are you getting compensation:

On asking this question from employees, 60.7% responded that yes we are getting pay at the market level, 14.28% thinks that they are even paid above the market level, and 21% thinks that they are getting pay below market level and are not satisfied with their compensations.

Q.6. How compensation decisions are made?Response:

When asked from employees that how compensation decisions are made 71% of the employees responded that decisions are made on secret basis that is employees do not have access to what other employees are getting pays. 28.5% employees responded that they have access to what other employees are getting pays.

Q.7. Are you satisfied with your compensation?Response:

When asked from the employees that are they satisfied with their compensation 85.7% employees responded that yes they are satisfied with their compensation. While 14.28% employees responded that they are not satisfied with their compensation and they were further asked what the reasons of dissatisfaction are, they give below mentioned reasons:REASONS:1- They are not satisfied because they think they are less paid as compare to market level2- Their job level demands more compensation, but they are not awarded with that level of compensation3- Fresh graduates or less experience of field4- Compensations are not given on equity basis.

Now, we see according from the perspectives of HR department that what are the problems they face in compensations. There are 5 employees in HR department. Following are their responses to the questions:Q.1. What are the problems that you usually face in compensation?Response:

When they asked this question, 100% responded that compensations are done on the basis of favouritism by the managers.

Q.2. In your opinion:Response:

When they asked this question, in their opinion are their line managers are competent enough to carry compensations. 100% responded that some of them are competent, while others are not.

Q.3. Did you give trainings to your line managers on how to perform compensations?Response:

When asked this question from the HR department, 100% responded that yes, we do give trainings to our line managers on how to conduct fair compensations and rewards.

Q.4. Before compensation, have you done evaluation of the employees for the fair distribution of compensation?Response:

When they asked this question, that whether you have done job analysis prior of setting compensation for a specific job level, in order to keep it fair and equitable, 100% of them responded yes.

Q.5. Has the organization ever faced turnover or job dissatisfaction due to compensation dissatisfaction?Response:

When encountered with this question, 100% of them responded that no they have never faced turnover or job dissatisfaction due to compensation.

Q.6. On what factors compensation depends:Response:

When asked this question, that on what factors compensation of employees depends. All of them responded that compensation depends on individuals performance.

RECCOMMENDATIONSFROM EMPLOYEES PERSPECTIVE1- Performance management should be equity based2- It should be clear3- It should be documented4- It should be transparent5- Those employees who are dissatisfied with their compensations should discuss this thing with their line managers6- Those employees who think that they are getting below market level compensations should talk to the management and discuss this thing7- Those employees who think that favours are given in compensation should discuss freely and frankly with their line managers8- Employees should focus on their performance, as might possible they are not performing their jobs properly9- Those employees who think that they are not receiving same compensations and their grades are same should ask the management the reason for it10- Those who think that they are not getting compensations if they work on an extra project, assignment then they should ask for the compensation.

FROM MANAGERS PERSPECTIVE1- Managers should be competent2- Should keep a complete documented track record of employees performance3- Should be courageous to talk to the management, if his sub-ordinate not getting compensation what he deserves actually4- Should motivate his sub-ordinates to improve his performance more by giving verbal and non verbal persuasions5- He should be fair, and do not give favours to any of his favorites6- He should identify the performance gaps of his sub-ordinates and train and coach his sub-ordinates timely7- Should give timely feedbacks to his sub-ordinates and alarm him where necessary to increase his performance.

FROM HR DEPARTMENT PERSPECTIVES1- They should do job evaluations2- They should be competent3- They should have done job analysis and job sizing4- Should have decide job descriptions and job specifications5- According to job level, design compensation packages6- If any employee not getting proper compensations, then they should seek into the matter7- Should train their line managers to do compensations properly8- If after training, they are unable to perform performance management properly, then they should talk to that manager and sort out the problem9- They should have researched what market is offering salaries/ compensations for that particular job level, in order to keep retain their best employees10- Should introduce 360 degree analysis of critical employees11- Performance management should be clear, transparent and documented12- If employees are dissatisfied with their compensations, then they should have talked and discussed with them reasons13- If there are any communication gaps then they should sit with employees and discuss this thing14- Should conduct regular survey in order to know the satisfaction level of employees regarding their compensations15- Should keep compensations fixed, not variable or fluctuating16- If they think that managers are giving facours to their favourites then they should immediately report this thing and discussed this thing with that manager.

ACTION PLAN1- JOB ANALYSISHR department should first hire a job analyst and perform job analysis of all the employees working in the organization. This will help in identifying job sizes and job descriptions and job specifications. 2- JOB EVALUATIONS:Then they should evaluate what type of jobs their employees are performing and what market is paying to them that are what would be the compensations according to market level. This will help in designing compensation packages at market level3- TRAIN THEIR MANAGERS:Then they should identify the gaps in the performance of their line managers, and train them, then they should do TNA (training needs assessment) and should identify whether this training paid off or not. If for eg: 7 out of 10 are still not performing properly, then that means there is a problem from organizations side. Either it has not identified the gaps properly, or not training them properly. If 1 or 2 of them still not perform properly, then they should be punished because they did not gain the knowledge and wasted their time and companys investment.4- SHOULD DO PERFORMANCE MANAGEMENT QUARTERLY:They should encourage their line managers to do performance management quarterly, and give timely feedbacks to their sub-ordinates about his performance. Also, identifies performance gaps and suggest trainings where necessary. HR department should keep a complete track record themselves about the performance of employees and should ask managers to keep the record documented, so that they can show it to the employees where they find them dissatisfied from their compensations.

5- REWARDS:After measuring performance, those employees who deserves and have performed well should receive compensations up to the mark. This creates the satisfaction in employees and motivates them more, hence their productivity increases. Rewards may be monetary or non-monetary. Job enrichment, job enlargement can be done to make their work more interesting.6- MANAGERS AND MANAGEMENT SHOULD BE FAIR:HR department and managers should be fair when distribute compensations. There should be no favours given to their favourites. Rewards and compensations should be given to those who deserve.7- NEGOTIATIONS SHOULD BE ENCOURAGED:Employees should be encouraged if they have any confusions or dissatisfactions and if they want to discuss about their compensations. The process should be fair, documented, maintained and transparent, so that if they want to know the whole process they can be shown the detailsk

45