Project EIPICO

Project EIPICO

Table of ContentsHistory of the company2Introduction to company3Mission Statement3Vision Statement3Main Product4Organizational Chart5Hierarchy of HR Managment5HR function6Man Powering7Budgeting7Recuritment7compensaation8Evaluation8Motivation8Operational Development9Trainning Programs9Personnel10Administration10HR Performance Analysis10Survey Sample10Comment on survey13

History of the CompanyEIPICOis the civilized face of EGYPT in the pharmaceutical industries.EIPICOwas established as a private investment company in 1980 and started production in 1985.EIPICOtypically applies c.G.M.P. Regulations throughout the operational departments including evaluation of raw materials, calibration of equipment, control, holding and distribution of finished products.EIPICOplant has a U-shaped design that minimizes mix-up and/or contamination by providing a single direction of material flow and is also surrounded by a green area as a protection from surrounding environment. Each pharmaceutical process has enough space to be carried out apart to minimize mix-up and/or cross contamination.EIPICOis unique by its Sterile Areas (which are the largest in the Middle East and North African Region) that are environmentally controlled to obtain filtered air up to 97% - 99.7% particulate-free. The water purification system inEIPICOwas designed to supply the production zones with dematerialized and distilled water.EIPICOwas the Pioneer Egyptian Company to produce dosage forms like the spansule capsules (long-acting).EIPICOalso produces the non-traditional dosage forms such as the soft gelatin capsules, lyophilized products, gels, sprayers and effervescent tablets. The sound management enablesEIPICOto seek the highest quality of raw material from the least expensive sources.

Introduction to EIPICOEIPICOproduces more than 300 products covering 23 therapeutic groups including all known pharmaceutical forms either traditional or non-traditional dosage forms such as the soft gelatin capsules, spansules, lyophilized products, gels, sprayers and effervescent tablets

Mission StatementOur goal is that EIPICO will strengthen its already important role in the local and international market.Vision StatementWe strive for a standard of quality in our daily life for all of us, on a professional, as well as personal level, to reflect healthAt the same time, our commitment is to remain unchanged; we will be as we always been: a pleasant place to work and create.

Main ProductsEIPICO manufactures drugs and vaccines for major disease areas such as asthma, cancer, derma, infections, diabetes, digestive and mental health conditions Like: Alimentary Tract Blood Forming Organs Cardiovascular Drugs Genito-Urinary System Dermatologlcals Systemic Hormones General Anti-Infectives Musculoskeltal System Drugs Actiing Drugs Antiparasitics Pulmonics & Antihistaminics Sensory Organs (Ophthalmologicals) Ophthalmics

Organization Chart

Hierarchy of Human Resources Management:

HR Management provides best working conditions with suitable growth opportunities. Employees must maintain rules and regulation of the country.HR Dep. is dedicated to their employees, and ensures that they have all the right people with the right skills, in the right places at the right time. Understanding that their people are the bedrock of all their business strategies, it is their mandate to enhance their skills with cutting-edge training and provide them with world-standard facilitiesHR employs more than 1,000 staff and with a big number like this in such big company, Human Resources department plays a very important role. The department performs the personnel and administrative functions. There are so many functions of HR in the organization, which will coordinate the employees in the organization and achieve the organization goal.HR Functions:

1. Manpower Planning:HR or manpower planning is the process by which the management determines how organization should move from its current manpower position. Though planning a management strives to have a right number the right kinds of people, at the right place, at right time to do the things which result both the organization and the individual receiving maximum long range benefits

2. Budgeting Calculating the budget of the next year in order to be able to pay staff cost.And also preparing 3 years plan budget

3. Recruitment Request for employee sent to the HR by the hiring manager HR checks for the available headcount and asks for the required skills and knowledge for the job Submit the Job description and the hiring request to the recruitment department They check their database and they send to agents and they receive some CVs and they submit the CVs to the hiring manager Hiring managers and HR start interviewing selected candidates and then they prepare short list of candidates we start contacting the first candidate and prepare the LOI to hand it to him (letter of intent) initial offer Personnel department Medical and he submit formal documents and then he signs the contract.

4. Compensation:Employee Compensation:All forms of pay or rewards going to employees and arising from their employment.Compensations are classified into A. Direct Financial payments:Pay in the form of wages, salaries, incentives, commissions, and bonuses.B. Indirect payments:Pay in the form of financial benefits such as insurance Every year we conduct salary surveys to be able to set benchmark Review salary structure every 2 years Salaries are according salary structure Internal equity (grading system grade 8 every ), external equity and peers are used to set the salary Pay for Performance

5. EvaluationTwo sorts of evaluation for employees for staff we use performance and development plan and for shop floor we use performance appraisal PDP plans and PA based on them we assign salary increase and bonus and they help in setting the development plan for all employees in each form6. Motivation Rotation (same dept. or in different dept.) (accountant in finance dept. can work in Procurement) Promotion Horizontal development ( giving him higher responsibilities) Empowerment Delegation of authority7. Operational Development Job description, organograms (organization charts) Inductions Performance management

8. Training ProgramsEIPICO is always encouraging their staff to acquire professional qualifications that suits their field. All the members within the firm are in charge of their own improvement and development. PwC provides many forms of training which involves:A. Classroom training: Group discussion Exercises Role playing practices InterviewsB. Just-in-time learning, through self-training and development prospects in real and everyday job situations.C. On the Job training: Learning while working Learning from people the employee works with Learning from the knowledge-based tools (k-based)9. Personnel Contracts (classified into part-time & Full -time) Leaves balance Social Insurance Payroll Overtime Allowances Benefits through personnel10. Administration Responsible for fleet and transportation General Service (Housekeeping, gardens, restaurant, food, receptionist)

HR Performance AnalysisThe performance of an organization must be analyzed for the development. This analysis makes revaluation of existing strategy possible and easy to understand the faults so that organization can rectify them at once. Recruitment, training and development of employees caliber have been done with high standards. HR Management provides best working conditions with suitable growth opportunities. Employees must maintain rules and regulation of the country. HR Management keeps the record of the best performing employees and gives them opportunities for growth.

According to the survey that has been conducted and the Results of the Questionnaire distributed to some of the company employees in Eipico 20% employees working from 0-5 years 40 % employees working from 5-10 years 30% employees working for Nestl Egypt from 10-15 years 10% employees working for Nestl Egypt for more than 15 years

30% of employees age from 21-30 40% of employees age from 31-40 25% of employees age from 41-50 5% of employees age from 50 and above 80% of employees from satisfied to very satisfied of the availability to improve their skills and knowledge while 20% from unsatisfied to neutral. 100% of the employee sample, were the opinion that the company has sufficient number of employees and that the employees were not overloaded with work. The work is evenly distributed among employees 75% satisfied that the company has a proper HR Planning for achieving their targets and objectives. While 25% unsatisfied that the company needs more HR Planning to achieve its Goals. 100% very satisfied that they have clear defined quality goals 85% satisfied by their compensation packages while 15% are not. 100% agree that the newly hired employees got sufficient training 100% of the sample thinks that the company has a formal HR filing system and keeps track of leaves, skills, employees performance, trainings done and experience of existing employees. 80% of the sample agrees that the keeps track of Leaves, skills, employees performance, trainings done, experience of existing employees. 75% satisfied by HR departments performance in HR Audit & Planning Process 70% of employee satisfied by their salaries 40% of employees satisfied by their retirement package 80% satisfied by the co-workers 70% satisfied by the Management as whole. 100% employees are satisfied with the health insurance

Survey Sample:Q1. Since how many years have you been working with your Company?a. 0-5 Yearsb. 5-10 Yearsc. 10 to 15 Yearsd. More than 15 YearsQ2.Your age range between:a) 21- 30 b) 31- 40 c) 41-50 d)50 and above

Q3. The available opportunities to improve your skills and Knowledge in your worka)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ4. Is the company having sufficient employees or the current employees are overloaded with work?a)Very Unsatisfied b) Unsatisfied c)Neutral d)Satisfiede)Very SatisfiedQ5.On my job I clearly define quality goalsa)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ6.Are you having a good compensation packagea)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ7. Does HR train hiring employees to make the best hiring decisions?a)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ8.The company have formal HR Filing systema)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ9.The company keeps track of Leaves, skills, employees performance, trainings done, experience of existing employees.a)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ10. How would you rate the HR departments performance in HR Audit & Planning Process?a)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ11. How satisfied are you with the following aspects of your position? Salarya)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very Satisfied Co-workersa)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very Satisfied Managementa)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very Satisfied Retirement Benefitsa)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very SatisfiedQ12.What is your opinion in the health insurance of the companya)Very Unsatisfiedb) Unsatisfiedc)Neutrald)Satisfiede)Very Satisfied

Comment on survey: The employees are satisfied with the health insurance, company quality and compensation packages and low turnover rate. But they have some concerns on salary relative to their work load. They either get promoted horizontally or vertically according to their performance, In addition to preferring the selection of internal employees. Commission is only available for the sales department employee as a motivation tool.13