HRM Practice of Orion Infusion Limited (OIL)

Human Resource Management Practices of Orion Infusion Limited (OIL)

Term-Paper On
Human 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 Md. Quiyumur Rahman Sajib Kazi Mohidul Islam Sonnet Bhowmik Mu. Juel Sikdar ID NO: 10310058 ID NO: 10310430 ID NO: 10310059 ID NO: 10310165 ID NO: 10310163

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

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 Business for 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.

Table of contents
Chapter1
Page 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

Chapter 2 (Literature Part)

2. Literature 2.01 Human Resource Management .... 12 2.02 Human Resource Planning........ 13 2.03 Recruitment .. 14 2.04 Selection ....15 2.05 Training and Development .........16-17 2.06 Job Analysis...18 2.07 Job Evaluation ......19 2.08 Performance Appraisal ....19 2.09 Compensation...20

Chapter 3
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

7 3.02 Skilled People are There Asset .. 23 3.03 Company Organogram ....... .23

Chapter 4
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 4.08 Performance Appraisal ...29-30 2.09 Compensation..30-31

Chapter 5
5.01 Findings and Analysis .....32 5.02 Conclusion ...33 5.03 Recommendation .... 34 5.04 Bibliography ............35

Executive Summary

This report is an assigned job as a partial fulfillment of course requirement by honorable Course teacher Ethica 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 Limited committed 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.

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 Infusion Limited 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 describe the individual 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. ii. iii. iv. v. Hire wrong person in the wrong job. Experience high turnover. Have some people who are not doing their best. Wastage of time with useless interview. Occur any unfair labor practice.

Principles of Human Resource Management: i. ii. iii. iv. v. Treat people with respect. Treats all employees with justice. Provide people the opportunities of growth and development. Supply peoples all relevant information. Reward should be earned not given.

Philosophy of Human Resource Management:

13 i. ii. 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. 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 Fromexternal environment * General and Specific

industry Forecast demand for human resources

Frominside organization

* Govt regulation
Forecast supply of human resources

* Strategy * Current human

resource

* Rates of turn over

Plan and conduct needed programs

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 of qualified 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:

15 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 the organization 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 reasons1) 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.

16 4) Careful selection results in more productive workforce.

Selection Process/ Steps:

Failed to meet minimum qualification passed passed
E m p loy m enttes t/ W rit te nte s t

In itia ls creening

Failed to complete application Failed Test Failed to impress interviewer Problems encountered

passed passed
Background Interview

passed
Conditional Job offer

passed
Medical examination

Unfit to do the job Reject Candidates

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

17 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 Analysis
Job 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 the
employees filling the position.

*Researching & sharing with other companies that have similar jobs & *Articulation of the most important outcomes & contributions needed from the position.

19 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 measurement process; 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 coworkers 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 people rather 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 environment equipped 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:

22 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 in the 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 Starch Solution, 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 ISO9001:2000 Quality Management System.

23 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 United Kingdom 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.

24 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 Pharmacists Chemists Microbiologists Engineers Doctors Graduates

Numbers 05 14 02 08 05 More then 300

Human Resource Management Practices of Orion Infusion Limited.

The term human resource refers to the people in an organization. Human resource management 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 coordinate the Human efforts, so that they can contribute to achieve the goals of the organizations. Human resource department of OIL 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 knowledge and 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 best candidate 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

26 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 Internal

Current 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.

External
When job opening can not be filled internally, the HRD must look outside organization for expert employees. External source included- advertisement, employment agencies, and campus 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.

Interview
The 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 of those application that appear to offer potential as employees. Reference check is indented

27 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 up
For 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 the employee to get settled her/his problems in the job, work environment and workplaceculture.

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 or product is marketed, they gives training to the employees attached to the operations.

28 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 of OIL include orientation activities that Inform employees of policies and procedure of OIL Educate them in job skills Develop them for future advancement

P r og r a m con ten t A ctu a l p r og r a m L ea r nin g P r incip les S k ills, k n owled g e, a bilityof wor k er s

N eed s a ssessm ent

T r a inin g& d ev elop m en t ob ject iv es

E v a lu a tion cr iter ia E v a lu a tion

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 desired goals 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 appraisals are 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 Limited are shown in the following chart-

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Employees name . Department Raters name Date . Excellent 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. Good Acceptable Fair poor

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 Limited

Once 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 Fund
In 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 Facilities
Doctors 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 are competitive 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 human resource 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 activities to inform employees about policies and procedures. socializations

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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 redesign, 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 the vision, 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 delivering sustainable 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 work environment 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