orion infusion ltd

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HRM Practice of Orion Infusion

Limited (OIL)


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Human Resource Management Practices of

Orion Infusion Limited (OIL)

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Term-Paper

OnHuman Resource Management Practices of Orion Infusion Limited

(OIL)

MGT 341: Human Resource Management

Prepared For

Ethica Tanjeen

Faculty School of Business

Prepared By

RADIANT

Md. Mahedi Hasan ID NO: 10310058

Md. Quiyumur Rahman Sajib ID NO: 10310430

Kazi Mohidul Islam ID NO: 10310059Sonnet Bhowmik ID NO: 10310165

Mu. Juel Sikdar ID NO: 10310163

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University of Information Technology & Sciences (UITS)

January 4th 2012

04/01/2012

Ethica Tanjeen

Course Instructor, Human Resource Management

Faculty School of Business, University of Information Technology & Sciences

Subject: Submission of the report for Human Resource Management.

Dear Miss,

We have a great pleasure to submit this report on Human Resource Management

Practices of Orion Infusion Limited (OIL), which has been prepared by us and

submitted in part-fulfillment for the requirements of the Mid-term & Final Examination

Human Resource Management. We are highly honored to have the opportunity to work on

this subject matter which is helping us a great deal in gaining practical examples relevant

to the course.

Finally, we are truly grateful to you for giving us this opportunity to work on this report,

which we have considered as a great chance for us to develop our different organizations.

The entire group contribution has led to the successful completion of this report. We also

have tried our best, certain mistakes and inconvenience may reside and for this we seek

pardon and hope you will accept our apologies.

Yours Sincerely

Group- RADIANT

Md. Mahedi Hasan

Md. Quiyumur Rahman Sajib

Kazi Mohidul Islam

Sonnet Bhowmik

Mu. Juel Sikdar

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Acknowledgement

At first we desire to express our deepest sense of gratitude of almighty Allah.

With profound regard we gratefully acknowledge our respected course teacher Ethica

Tanjeen Lecturer,Human Resource Management,and Faculty School of Businessfor her

generous help and day to day suggestion during the survey.

We like to give thanks especially to our friends and many individuals, for their

enthusiastic encouragements and helps during the preparation of this report us by sharing

ideas regarding this subject and for their assistance in typing and proof reading this

manuscript.

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Table of contents

1. Introduction

1.01 Executive Summary .......08

1.02 Scope and Objective of the Study ..09

1.03 Methodology of the Study... ......10

1.04 Limitation of the Study...........11

2. Literature

2.01 Human Resource Management .... 12

2.02 Human Resource Planning........ 132.03 Recruitment .. 14

2.04 Selection ....15

2.05 Training and Development .........16-17

2.06 Job Analysis...18

2.07 Job Evaluation ......19

2.08Performance Appraisal ....19

2.09 Compensation...20

3. Description

3.01 Company chronology ........21

3.01.01 Our mission . 21

3.01.02 Goals ....21

3.01.03 Our Values . .21

3.01.04 Quality Policy ..22

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Chapter 3

Chapter1

Chapter 2 (Literature Part)


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3.02Skilled People are There Asset .. 23

3.03 Company Organogram ....... .23

4.01 Human Resource Management .... 24

4.02 Human Resource Planning....... .24

4.03 Recruitment ..... ... 25

4.04 Selection ..25-27

4.07 Training and Development .....27-28

4.05 Job Analysis and Job Description ........28

4.06 Job Evaluation ..28

4.08Performance Appraisal ...29-30

2.09 Compensation..30-31

5.01 Findings and Analysis .....32

5.02 Conclusion ...33

5.03 Recommendation .... 34

5.04 Bibliography ............35

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Chapter 5

Chapter 4


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Executive Summary

This report is an assigned job as a partial fulfillment of course requirement by honorable

Course teacherEthica Tanjeen Lecturer, Human Resource Management,Faculty School

of Business. It is the optimum aggregated outcome of 5 pupils about Human Resource

Management Practice On Orion Infusion Limited. The goal of this report is to find out the

Human Resource Practices in case of Orion Infusion Limited. Orion Infusion Limitedcommitted to draw the most talented and dynamic professionals from the available

candidates. They consider their skilled people as asserts for their organization. The main

goal of Orion Infusion Limited is the continuous development of the human resources (HR)

through appropriate training and motivation.

Their human resource department (HRD) trusts in team work and respect each other. For

managing the human resource OIL follow the different steps. At first they plan their human

resource for recruiting and selecting the most talented and dynamic professionals from the

available candidates. OIL provides training and development activities to develop their

employee with future advancement and educate them in job skills. Taking constructive

steps they are trying to develop the skills of the human resource pool.

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Scope and Objective of the Study

As a business expectative in future, we should have to gather experience beside our survey.

We should not concern our lesson only in classroom but to implement it in practical life

that will help us in our future life .A clear objective help in preparation of well decorated

report in which other take the right type of decision .So, we identifying objectives is very

much important. Our purpose of preparing the report is:

To know the human resource management (HRM) practice of Orion Infusion

Limited

To identify the various avenues for improving the HRM policies of Orion

Infusion Limited

To know about the management ability of Orion Infusion Limited

Suggesting strategies to improve the HRM policies of Orion Infusion Limited.

This study covers the HRM policies of Orion Infusion Limited along with some

recommendations to improve the HRM policies of Orion Infusion Limited.

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Methodology of the Study

This report is based on both primary and secondary data. Initially, the work is started with

data those were available at Companys Annual Report and companys news letter.

Moreover, it becomes helpful to gather some more information from the website of the

company.

Later on, the work progressed through some depth interviews of good range professionals

trying to heat some expected area of the study.

Then we analyze those data from many angles, in different aspect and present the

information in different segment according to their category, in compact way. We

highlight different important things, which we found during our survey. After doing all of

those we submit the report to the proper authority.

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Limitations of the Study

As a student of Faculty School of Business, 6 th semester, this is our first initiative for

making a report on Human Resource Management Practice on Orion Infusion Limited.We were really unable to collect enough information from due to their official restrictions.

Many things were so confidential that we were not entitled to access there. Beside this we

have faced the following hindrances in preparing this report:

Lack of knowledge and experience

Short of time

Lack of computer facilities

Lack of sufficient privileges

Lack of communication facilities

The survey report focuses on Human Resource Management Practice on Orion InfusionLimited The survey may not be more comparable or more valid. Moreover, the report is

emphasized on the primary data such as interview of the human resource manager of

Orion Infusion Limited. Here we consider the information to prepare this report that we

collect from the annul report and our survey.

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Literature

Human Resource Management

Human Resource: Human Resource is a term used to describetheindividual who make

up the work force of an organization. It may be defined as the people who staff and

operate in an organization. It is regarded as the most productive resources that create

largest advantages for an organization.

Human Resource Management: Human Resource Management is the management of

organizations employees. It is the organizational function that deals with the issues

related to people.

HRM is the process of managing people in an organization in a structured manner. Its

also known as personnel management or manpower management.

Human Resource Development: Human Resource Development work for helping

employees to develop their personal and organizational skills, knowledge and abilities.

HRD includes such activities like employee training and career development.

Mistakes in absence of HR department:

i. Hire wrong person in the wrong job.

ii. Experience high turnover.

iii. Have some people who are not doing their best.

iv. Wastage of time with useless interview.

v. Occur any unfair labor practice.

Principles of Human Resource Management:

i. Treat people with respect.

ii. Treats all employees with justice.

iii. Provide people the opportunities of growth and development.

iv. Supply peoples all relevant information.

v. Reward should be earned not given.

Philosophy of Human Resource Management:

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i. Labour is viewed as a technical factor of production. They are treated as

commodities. They can be bought and sold. This is consistent with theory

X.

ii. Labour is viewed as human factor with a lot of positive potentiality. So they

must be treated with respect. This is consistent with theory Y.

Human Resource Planning

Human Resource Planning is concerned with the flow of people into through and out of an

organization. Human Resource Planning involves determining the need for labour and

supply of labour and than planning the program necessary to ensure that the organization

have the right mix of employees and skills when and where they are needed. It is the

process of determining that position the firm will have to fill and how to fill them.

Who is responsible for HRPs:

Human Resource Planning is usually initiated and managed by the Human Resource

Department. How ever, information is needed from all parts of the organization; line

managers must involve in the HRP process. Top management and HR experts also

involves in HRP.

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Human Resource Planning Model:

Collect information

From insideorganization

From externalenvironment

*General and Specificindustry

*Govt regulation

* Strategy

*Current humanresource

*Rates of turn over

Plan and conduct needed programs

Forecast demand for human resources

Forecast supply of human resources

Feedback or planning process.

Recruiting

Recruitment: Recruitment is the process of finding & attracting capable applicants for

employment. Recruitment forms the first stage of acquisition function. This is the process

of locating potential candidates for selection. It is the process of discovering of potential

candidates for actual or anticipated organization vacancies. This process begins when we

new recruits are sought & ends when their applications are submitted. The result is poor ofqualified applicants from which new employees are selected.

Responsible for Recruitment:

Responsibility for recruitment usually human resource department & human resource

manager. They recruits & initially screens for the vacant job is seldom the one responsible

for supervising its performance. So he needs the help of line personnel.

Recruitment policy:

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To find & employ the best qualified person for each job.

To retain the best & most promising ones.

To offer promising careers & security.

To provide facilities for growth & development.

To minimize the cost of recruitment.

To reduce scope of favoritism & malpractice.

Sources of Recruitment

Two sources of Recruitments

1. Internal source

2. External sources

Internal source: Internal source indicate recruiting qualified people from within theorganization inside (from the present working force).

External sources: External sources indicate recruiting qualified people from outside of

the organization. All firms more or less rely on external sources. (by: TV, newspaper &

internet ad)

Selection

Selection is the process of putting the right men on the right place. After recruitment

selection is done. It is the procedure of matching organizational recruitments with the

skills and qualifications of potential employees. Effective selection can be done only when

there is effective matching.

Importance of selection:

Selection the right employees is important for the following reasons-

1) Success of an organization always depends on the performance of employees.

Employees with right skills will do a better job for the organization. Employees without

right skills cant perform effectively and for that reason the firm will suffer.

2) It is important because it is costly to recruit and hire employees.

3) It is also important because of the legal implications of incompetent hiring.

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4) Careful selection results in more productive workforce.

Selection Process/ Steps:

Initialscreening

Employmenttest/ Writtentest

Background Interview

Conditional Job offer

Medical examination

Reject Candidates

Unfi t to do the job

Problems encountered

Failed to impress interviewer

Failed Test

Failed to complete application

Failed to meet minimum qualification

passed

passed

passed

passed

passed

passed

passed

Orientation

Introduces each new employee to the job and the workplace.

Tells new staff members what they want to know and what the company want

them to know.

Communicates information give out an employee handbook.

Creates positive employee attitudes toward the company and the job.

Training and Development

Training:

After recruiting and selecting the employees in the right place the next step is to

train the human resource successfully.

According to Gary Dessler, Training is the process of teaching the new

employees the basic skills they need to perform the jobs

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Training improves skills, Knowledge and behavior.

Importance of Training:

Trained workers can work more effectively.

There will be fewer accidents, as training improves the knowledge of employees

regarding the use of machines and equipments.

Wastage is eliminated to a large extent as they use tools, machines in a proper way.

Training can contribute to higher production, greater job satisfaction and lower

turnover.

It makes the relationship between management and employees.

It helps in introducing and adapting new and latest technology.

Training makes employees more loyal to an organization.

Types of training:

Skill training

Refresher training

Cross functional training

Team training

Creativity training

Skill training

Training in basic skills such as writing, computing, speaking, listening, problem solving.

Such training can be given through lectures.

Refresher training

The reason for taking such training is the rapid changes in technology. Such training can

be given by short term courses to make its employees up to date with latest technology

through consultant who specializes in a particular area.

Cross-functional training:Such training is given to perform in areas other than their assigned job. It includes job

rotation.

Team training:

This training is more focused on team goals.

Creativity training:

In this training new ideas are generated.

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Development:

Development is an effort to provide employees with the abilities that the organization will

need in the future.

Difference between Training and Development:

In training, the focus is solely on the current job; in development, the focus is on

both the current job and jobs that employees will hold in the future.

The scope of training is on individual employees, while the scope of development

is on the entire work group or organization.

Training is job-specific and addresses particular performance deficits or problems,while development is concerned with the work forces skills and versatility.

Training tends to focus on immediate organizational needs, while development

tends to focus on long-term requirements.

Training strongly influences present performance levels, while development pays

off in terms of more capable and flexible human resources in the long run .

Job AnalysisJob analysis is the process of describing and recording aspects of jobs and specifying the

skills and other requirements necessary to perform the job. Job analysis is a systematic

exploration of activities within a job. It is the process of determining duties, responsibility,

skills & qualifications of a job. Job analysis produced data which is used for job

description & job specification. Job analysis one of the main purposes of conducting Job

analysis is to prepare job description & job specification which is true helps to hire the

right quality of work force into the organization.

The Job analysis may include these activities:

*Reviewing the job responsibilities of current employees.

*Analyzing the work duties, work & responsibilities that need to be accomplished by theemployees filling the position.

*Researching & sharing with other companies that have similar jobs &

*Articulation of the most important outcomes & contributions needed from the position.

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Uses of Job analysis data:

1) Recruitment

2) Selection

3) Compensation

4) Performance appraisal &5) Training

Job analysis method:

Job analysis methods are six thats are follows

1)Observation method: A Job analysis technique in which data are gathered by watching

employees.

2)Individual interview method: Meeting with an employee to determine what is his/her

job entails.

3)Group interview method: Meeting with a number of people to collectively determine

what their job entails.

4) Questionnaire method: A specifically designed questionnaire on which employees

rate work they perform in their jobs.

5) Technical conference method: This method uses supervisors with extensive

knowledge of the job.

6)Diary method: A job analysis method requiring job incumbents to record their daily

activities.

Job Evaluation

Job evaluation is the process of appraising the different positions of employees in the

organization with a view to establish a well conceived for pay-structure.

Types:

Formal evaluation: uses observation, interviews, and surveys to monitor training

while its going on.

Informal evaluation: measures results when training is complete in five ways:1. Reaction

2. Knowledge

3. Behavior

4. Attitudes

5. Productivity

Performance Appraisal

Performance appraisal is a process of evaluating an employees performance of a job,

sharing that information with them and searching for ways to improve their performance.

It is a process by which organization evaluate individual performance. It is a measurementprocess; it is an exercise of observation and judgment.

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Benefits:

It gives employees the necessary feedback about their works.

Identifying areas where development efforts are needed.

Identify employee skill and knowledge deficiency. Motivating and rewarding employees such as promotion and salary increase.

Who conduct performance appraisal?

1. The immediate supervisor: The immediate supervisor is best able to relate the

individuals performance to organizational objectives.

2. The peer: Sometimes manager find it difficult to evaluate the employees

performance because they are not working with them everyday. Employees co-

workers conduct peer evaluation mainly because they too are doing the same thing.

3. Group appraisal: In group appraisal, the judgment of immediate supervisor is

supplemented by other executives.

4. Appraisal by subordinates: Here the subordinates evaluate their supervisors.

Because the subordinates know the extent to which the supervisor actually

delegates, communicates, plans and organizes. Large firm use it, where managers

have many subordinates.

5. 360 degree appraisal: It is a process in which supervisor, peer, subordinate

evaluate the individual.

Errors in performance appraisal:

Central tendency error: This error occurs when rater evaluates all the employees

usually in the middle or average.

Personal prejudice: A raters dislike for a group or class of people may hamper

the ratings. Discrimination may occur in terms of age, gender, religion or country

of origin.

Contrast error: This error is the tendency to rate people relative to other peoplerather than to performance standard.

Compensation

Compensation means what the employee receive in exchange for their work. It is the

monetary plus non-monetary return paid to employees for the work done by them.

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Objectives of Compensation:

The objectives of compensation system is to create a system of rewards, so that the

employees is attracted to work and is motivated to do a job for the employer.

To acquire qualified employees

To retain current employees

To ensure equity

To manage conflict

To generate motivation among employees

To reduce absenteeism

To enhance or improve productivity

To ensure continuity of sound working environment

To reduce turnover

Financial Rewards:

Base wages and salary

Wages and salary Add-ons

Incentive payment

Benefits and services

Perquisites

Company Chronology

OIL is one of the leading pharmaceutical companies in Bangladesh for manufacturing and

marketing of IV Fluid high intravenous medicine and intravascular saline maintaining

commitment over quality. The Company has been holding maximum shares in the local

market over the years the plant has international standard production environmentequipped with most modern machineries and fully computerized support of HVAC.

Our Mission

To improve the health of people of Bangladesh and achieve stakeholders' satisfaction by

manufacturing and marketing LVP and other sterile products.

Goals:

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To sustain a significant sales growth above industry average

To develop employees' skills through continuous training and development

programs

To be established as one of the most preferred pharmaceuticals companies in

Bangladesh to work for

To upgrade manufacturing facilities continuously in order to cope with changes inthe business environment

To assure quality products from our manufacturing facilities through CGMP

To focus on total customer satisfaction

Our Values:

In order to achieve our aspired vision we shall subscribe to the following values:

Live up to our commitments

Transparent and fair in all dealings

Take initiative to exceed standards

Trust and respect for each other

Work as a team

Share social responsibility

Founded in 1989 Orion Infusion Ltd. (OIL) is a state-of-the-art Large Volume Parenterals

(LVP) manufacturing company. At its inception, the company was named as Mala

Chemical & Pharmaceuticals Industries Ltd. which became a public limited company in

the year 1994. The company is devoted to producing LVP products and other life saving

IV fluids. OIL has modern manufacturing facilities for the production of Intravenous

Fluids (IV) like Rehydration Solution, Electrolyte Solution, Antiulcerant Solution e.g.-

Ranitidine IV, Amino Acid Solution, Antimicrobial products e.g.-Ciprofloxacin IV,

Metronidazole IV, Ceftriaxone IV & Plasma Substitute e.g.- Hydroxyethyl StarchSolution, etc.

Quality Policy

Orion Infusion Ltd. is dedicated to serving its valued customers with products of excellent

quality, through continuous improvement in process & technology, complying with the the

guidelines of Good Manufacturing Practices (GMP) and the requirements of ISO-

9001:2000 Quality Management System.

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OIL has created a new vista in manufacturing Large Volume Parental (LVP) products in

Bangladesh. Manufacturing excellence is one of the core strengths of Orion Infusion Ltd.

OIL is in the pursuit of using the state-of -the-art technology and high level quality in its

production which is ensuring products of international standard. Through proper

documentation and implementation of a quality management system through the the

organization, OIL has Achieved ISO 9001:2000 version certification from UnitedKingdom Accreditation Services (UKAS) Quality Management System, UK

Skilled People are their Asset

They are committed to ensuring their business practices meet high standards and that their

employees behave ethical standards act responsibly and comply with the law. Competitive

advantages can only be achieved by building up highly motivated and skilled employees

at all levels that we enable organization to compete in a fiercely competitive market

scenario and to respond appropriately to the market needs, with regard to quality products

and services and technological innovations.

Orion Infusion Ltd. puts maximum emphasis on tits vision to be regarded as World Class

Infusion Company and to be the best in the country, both in term of turn over and profit.

So the management of Orion has embarked upon on arduous program for development of

employee competence through continuous training and counseling.

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To augment all activities related to development of Human Resource, the management has

established a Human Resource Department and hired on experienced manager for its

operation.

The highly skilled professionals of OIL:

Skilled Professionals Numbers

Pharmacists 05

Chemists 14

Microbiologists 02

Engineers 08

Doctors 05

Graduates More then 300

Human Resource Management Practices of Orion Infusion

Limited.

The term human resource refers to the people in an organization. Human resourcemanagement is concerned with people dimensions in management. When managers

engaged in human resource activities as a part of their job, they seek to facilitate the

contribution; people make to achieve an organizations strategies and plans.

Human resource management encompasses those activities designed to provide for and co-

ordinate the Human efforts, so that they can contribute to achieve the goals of the

organizations.

Human resource department ofOIL follows the following steps for managing the human

resource.

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1. Human Resource Planning Policies of Orion Infusion Limited

Human resource planning is the process of estimating human resource needs for achieving

human resource and organizational goals. It is the process through which organizational

goals are translated into objective. At Orion Infusion Limited, they believe that their

Human Resources give the company a significant competitive edge in terms of knowledgeand experiences.

Along the line up adopting new innovative and advanced technologies for its high-tech

manufacturing plant, the company continued to draw talented and dynamic professionals

of the industry, as well as, taking constructive steps in developing the skills of the human

resource pool.

The effective working days of this organization is 6 days per week and each employee will

work 8 hours per day.

If it is required to slot in them for overtime duties then the duty time will be utmost 60

hours/ weeks.

For festival leave, usually they will get the vacation of 13 days.

Orion Infusion Limited usually paid their salaries to employees within 10 days of the

next month.

They try maintaining to continuous development of the human resource through

appropriate training and motivation.

2. Recruiting and Selection Policies of Orion Infusion Limited

Recruiting is the process of searching the potential job candidates in order to fill up the

vacant position of the organization and selection is the process of choosing the bestcandidate among the available candidates. The candidates who are successfully perform

the job.

Orion Infusion Ltd. follows both the internal and external sources of recruitment. In case

of internal source they mainly follow promotion, transfer and job rotation and in case of

external source they follow advertisement, employment agency.

In case of recruitment and selection Orion Infusion Limited considers the following

process:

Need assessment

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Orion Infusion Limited take need assessment to identify in which sector, it is needed to

recruit the employee for achieving their target and goals. In their assessment they have to

realize that they need human resource (HR) in the following situation- vacancy in existing

post(s), market expansion, increase in production capacity, launching new product,

introducing new system.

Checking the recruiting options

InternalCurrent employees are a major source of recruits the employees but entry-level position.

Internal source are included- promotion, transfer, job rotation, friends and relatives of

existing employees. In Orion Infusion Limited promotion and transfer are typically

directed by operating manager with little involvement by the HRD.

ExternalWhen job opening can not be filled internally, the HRD must look outside organization for

expert employees. External source included- advertisement, employment agencies, andcampus recruiting. Usually Orion Infusion Limited considers the advertisement for their

external recruiting. They mainly provide the notice of available job in both Bangla and

English dailies.

Screening and Short-listing Applications

The responses to the advertisements are sorted and screened. The CVs as well as the

covering letters are judged. Experience, educational degree, computer literacy, etc are the

basis of judging the candidates application.

Written test

It is the most important and effective tool for judging the candidates. The written test

includes IQ test, behavioral competencies, and communication skills.

InterviewThe selection interview is a formal, in-depth conversation conducted to evaluate an

applicants acceptability. Trough interviews the interviewers of Orion Infusion Limited

seek to answer three broad questions:

1. Can the applicant do the job?

2. Will the applicant do the job?

3. How does the applicants compare with other who are being considered for the job?

Selection interview are most widely used selection technique. They can be adapted to

unskilled, skilled, and managerial and staff employees. They also allow two-way exchange

information: interviewers learn about the applicant and the applicants learn about the

employer.

Reference checking

Reference and background check are important, which refers the process to undertake ofthose application that appear to offer potential as employees. Reference check is indented

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to verify that was state on the application from correct and accurate information. Some

question are arises through reference checking. Those are:

1. Is the applicant a good, reliable worker?

2. Are the job accomplishments, titles, educational background, and other facts of the

Resume or application true?

3. What type of person is the applicant?

4. What information id relevant to match the applicant and the job?

Medical check-up

Normally, the evaluation consists of a health checklist and asked the applicant to indicate

the health and accident information. The medical evaluation may:

1. Entitle the employer to lower health or life insurance rates for company pain

insurance.

2. Be required by state or local health officials, particularly in food handling

operations where communicable diseases are a danger.

3. Be useful to evaluate where the applicant can handle the physical or mental stress

of a job.

Offer letter

When the candidates satisfy the Human Resource Recruiting Broad, then the broad

provide to the candidate offer letter.

Orientation /introduction

Through orientation Orion Infusion Limited thy to introducing the new comers or new

employees with its work unit, rules and regulation, culture, norms, value, believe and

exposure to all important functions and locations of the company and so forth.

Follow upFor make the employee more effective and efficient Human Resource Department

continuously interacts with the new entrants assisting to cope up with the work

environment, work culture, peer groups etc. In this stage the management tries to help theemployee to get settled her/his problems in the job, work environment and workplace-

culture.

3. Training Policies of Orion Infusion Limited

Training is a learning process that involves the acquisition of skills, concepts, rules, and

attitudes to increases the performances of the employees in the organizations. On the other

hand development is more future oriented, and more concerned with education, than is

employees training or assisting a person to become a better performer. Orion Infusion

Limited gives emphasis both for internal and external training. Any new operations orproduct is marketed, they gives training to the employees attached to the operations.

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Development helps the individuals handle future responsibilities, with little concern for

current job duties.

In order to excel in a competitive marketing environment there is no alternative to

development knowledge and skilled level of people through training. Training and

development program ofOIL include orientation activities that

Inform employees of policies and procedure ofOIL

Educate them in job skills

Develop them for future advancement

Needsassessment

Evaluationcriteria

LearningPrinciples

Actualprogram

Skills,knowledge,ability ofworkers

Evaluation

Program

content

Training &developmentobjectives

Figure: Preliminary steps involve in preparing a training and development program

The above figure shows the sequences that should be followed by OIL before any training

and development begin. Need assessment identify the current problems and future

challenges to be met through training and development. Then they set different training

and development objectives for the new comers/ employees. Actual training program are

set from the available program according to the performance of the employee. After the

end of training period their skills, knowledge, and ability of working are evaluated. In the

year 2011, the following training programs were conducted by OIL:

MPO Recruitment training

Team building and leadership

Development of team building and leadership

Development of managerial skills

4.Job Analysis and Job Evaluation Process of Orion Infusion Limited.

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Job Analysis

Job evaluation is the process of appraising the different positions of employees in the

organization with a view to establish a well conceived for pay-structure. For job analysis

OIL consider several common uses such as- job definition, job re-design, orientation,socialization, carrier counseling, employee safety, performance appraisal and

compensation. OIL follows the observational method for job analysis. In this process they

observe the individual or individuals performing the job and pertinent notes describing the

jobs or describing the work.

This information includes such things as what was done, how it was done , how long it do,

what the job environment was like, and what equipment was used. In this process

information about jobs is systematically collected, evaluated, and organized. This action

are usually done by human resource specialized about each job and every person in the

organization. In the time of job analysis following matters are need to be considered:

1. Identify the job to be analyzed.

2. Develop a job analysis questionnaire.

3. Collect appropriate job analysis information.

Job Evaluation

Orion Infusion Ltd. follows the Ranking and the Classification method for evaluating the

job. In case of ranking method a committee typically compared of both management and

employee to representative to arrange the job in a simple rank order, from highest to the

lowest rank. In case of classification method this classification are created by identified

some common denominators like skills, knowledge, responsibilities with the desiredgoals being the creations of a number of distinct classes on grades of jobs.

5. Performance Appraisal System of Orion Infusion Limited

Performance appraisal information can provided input for determining both individual and

organizational training and development needs. Another important use of performance

appraisal is to encourage performance improvement. In this regard Performance appraisalsare used as means of communicating to employees how they are doing and suggesting

needed changes in behavior, attitude, skill or knowledge.

For apprising the performance Orion Infusion Limited (OIL) consider the different

criteria of the employee, such as attendance, attitude, cooperation, initiative,

dependability, quality of work, overall output, honesty, personality, ready to take

challenge etc.

The process of evaluating the performance of the employee of Orion Infusion Limitedare shown in the following chart-

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Employees name .

Department .

Raters name

Date

Excellent Good Acceptable Fair poor

1. Attendance

2. Attitude

3. Cooperation

4. Initiative

5. Dependability

6. Quality of work,7. Ready to take challenge

8. Overall output

9. Honesty

10. Personality

Total

Total Score

Based on the above mentioned criteria the rater provides score to the employee and

according to the total score their performance is appraised. The human resource

department (HRD) of OIL usually designed and administers the above performance

appraisal systems. For evaluating the performance appraisal OIL mostly follows the rating

scale method.

6. Promotion Policies of Orion Infusion Limited

The movement of personnel within an organization- their promotion, transfer, demotion,

and separation is a major aspect of human resource management. The actual decision

about whom to promote, and who to fire can also be among the mot difficult, and

important, a manager has to make. For every organization promotion is extremely

important, when the process based on merits and skills of the employee. The employee of

Orion Infusion Limited are gets both rewards and punishment from their employer based

on their performance. Usually money transfer or other benefits are provided as rewards.

On the other hand a major problem of promotion is discrimination and favoritism.

7. Pay Policies of Orion Infusion LimitedOnce the job evaluation is complete, the data generated become the nuclease for the

development of the organizations pay structure. This means pay rates or range will be

established that are compactable with the ranges, classifications, or point arrived at

through job evaluation.

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Provident FundIn Orion Infusion Limited 12% of the basic salary goes to the provident fund and the

employee pays the same amount of their basic salary.

Medical FacilitiesDoctors are arranged to visit each location of numbers of times a week to provide

necessary medical support to the employees. Moreover, the non-management staffs enjoy

medical treatment at Holy Family Hospital at company arrangement.

8. Compensation Policies of Orion Infusion Limited

Benefits and Rewards

OIL continually evaluates and reviews its employee benefits to ensure that benefits arecompetitive and in line with its employees needs and to manage their diverse life.

Rewards

Salaries:

Market competitive remuneration package subject to annual review where individual

performance is recognized.

Performance Bonus:

Market competitive annual bonus based on results and individual performance.

Incentive Schemes:

Market competitive incentive schemes in specific business areas.

Share save:

Employees are entitled to buy OIL shares at a 20 percent discount on the market price.

Achievement Shares:

OIL shares may be granted annually, depending on position and individual performance.

Benefits

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Private pension plan

Private medical plan for employees and dependents

Life and accident insurance

Medical check ups

Nursery and summer camp allowances

Eid children party, annual employee party etc Market competitive remuneration package and annual cash bonuses.

Health plan and routine medical allowance including optical and dental treatment.

Short and long-term disability coverage, as well as life insurance.

Paid leave for marriage, maternity, sickness and vacation.

An active Sports and Social Club.

Development opportunities and career support.

Retirement benefits.

Findings and Analysis

a) Orion Infusion Ltd. beliefs, in present competitive and dynamic environment humanresource department are the most valuable department than the others.

b) They consider their skilled people as asserts for their organization.

c) OIL committed to draw the most talented and dynamic professionals from the available

candidates.

d) Orion Infusion Ltd. follows both the internal and external sources of recruitment.

e) Training and development programs of OIL include orientations, and socializationsactivities to inform employees about policies and procedures.

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f) OIL tries to develop their employee with future advancement and educate them in job

skills.

g) For job analysis OIL consider several common uses such as- job definition, job re-design, orientation, socialization, carrier counseling, employee safety, performance

appraisal and compensation.

h) Orion Infusion Ltd., design their job in such way, which is the right person at the right

place at the right time to achieve their objectives and goals.

i) Orion Infusion Ltd. follows the Ranking and the Classification method for evaluating

the job.

j) For evaluating the performance appraisal OIL mostly follows the rating scale method.

k) Taking constructive steps they are trying to develop the skills of the human resource

pool.

l) Their human resource department (HRD) trusts in team work and respect each other.

Conclusion

In present competitive and dynamic environment, human resource are now being viewed

as the most valuable mean for gaining advantages over other. Competitive advantages can

only be achieved by building up highly motivated and skilled employees. To fulfill thevision, mission, and core objectives of a company the management has needed to

established an effective and efficient human resource department and hired the confident

and most promising professionals.

In recent years, Human Resources issues have become central to business deliberations in

this ever-changing business environment. Today's most successful organizations recognize

the bottom line impact of the emerging HR practices. Effective Human Resources

Departments are upgrading themselves every now and then to attract, develop and retain

talents. It is apparent that effective HR practices deliver shareholder return much higher

than those of companies without such practices. It is important for HR professionals to

acquaint with HR best practices to build organizational capabilities in deliveringsustainable results.

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Recommendations

OIL is a highly professionally managed organization in where safety leads improved

productivity, so Orion Infusion Limited need to provide the employee more quality work

life as well as more attractive environment for working. They should keep the workenvironment sound and healthy for the employee to work in their own environment.

Employees satisfaction needs to be increased by maintaining the company policy

efficiently to get maximum productivity through employees satisfaction. Though the

company has loss in different sector, above all it makes profit in the current year but it

need to prevention of loss by adopting effective technology and continuous development

of human resource management. OIL is a pharmaceutical company so for the

responsibility of the society it needs to completely obey the national law and order of the

Government.

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Bibliography

1. Ethica Tanjeen

Lecturer, School of Business, UITS

2. Website

www.Orion Infusion Ltd.com

www.google.com

www.en.wikipedia.org

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www. hrmp21.com

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orion infusion ltd

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