PRESENTATION

Submitted To:
Ma'am Erum Batool
Group Members:
Aleem Ullah
Adnan Ali
Ali Murtaza
Faysal Rehman

GSK PROFILE
GlaxoSmithKline is a leading multinational
pharmaceutical organization with 7% market share
worldwide and 15% market share in Pakistan.
GSK holds largest field force (786) in Pakistan and
40 in Multan. Company has annual turnover of
Rs.7.5 Billion in Pakistan. In 2003 GSK is grew
faster than the market.
The purpose of this presentation is to know about the
company organization chart and HR polices.

ORGANIZATION CHART
OF GSK

HUMAN RESOURCE
MANAGEMENT
Human resource management plays very
important role in any organization. There
are so many functions of HR in the
organization which will coordinate the
employees in the organization and achieve
the organization goal.

HR DEPARTMENT IN GSK
GSK employees are 100000 people in 119
countries
In GSK, HR department is very important
and clearly defined department. The
department performs the personnel and
administrative functions it has a direct link
with the employees and understand their
needs and wants.

HR FUNCTIONS

1.HR PLANNING
HR or manpower planning is the process by
which the management determines how and
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. TALENTSOLUTION
(RECRUITMENT)

We support global and local recruitment activities including policy,

systems, branding, and also online candidate sourcing, as well as
ensuring that the quality of talent hired is maintained in the
organization
RECRUITMENT PROCESS:

First bio data collected from the perspective of the workers

The P.M interviews him/her then, interview are collected on the

basis of which section he is going to the placed the employee.

His experience also taken to the considerations

If he/she has all the technical qualifications then a declaration

letter will be given to him/her.

If there are unskilled employees so they are first appointed as a

helper.

3. BENEFITS
Besides planning, financing, and operating
our benefits programs, we monitor their
success and provide a consultancy, audit,
and approval process for programs outside,
including pensions, shares, and healthcare
and childcare plans.

4. COMPENSATION
This team plans, designs, and
communicates compensation programs
such as long-term incentives, management
bonuses, and
Organization-specific plans. We also
oversee base pay, sales incentives, and
staff bonus program.

5. MOTIVATION
Company motivates employees (Sales
Force) by giving them incentives not only
in the shape of monetary terms (Up to
annually Rs.150,000) but also Via STAR
CLUB & SUPER STAR CLUB On the
achievement of their quarterly targets with
+ve& highest growth over last year on
regional & zonal basis.

6. STAR CLUB
The key prerequisites are the achievements
of overall quarter targets with highest
growth in the region.
Rewards are, Medal+ Certificate+
Household Gift.

7. SUPER STAR
The member of this super club is, who Star
Club member is for three times in a year.
Rewards are Gold medal + Certificates + 2
Umrah Tickets.

8. PERFORMANCE
APPRAISAL
In performance appraisal, the supervisors about employees
strengths & weakness, his portability & potential also give
appraisal recommendations, which become a basis for employees
career progression.
GlaxoSmithKline uses Past Oriented Appraisal Methodfor
its employees. Employees are evaluated on three categories:
o Skills and Competencies
o Overall Annual Objectives
o Sales Achievement (For Sales Department)
Here Behavioral Anchored Rating Scales approach is used.
In skills a competencies GSK uses Behavioral Expectation
Scale in which specific named behaviors are used as
benchmarks.

9. HR OPERATIONS
In support of the corporate and business
staff functions, we're responsible for HR
policies, procedures, and employee
relations, diversity leadership, compliance,
and equal opportunities.

10. EMPLOYEE HEALTH

MANAGEMENT
Our goal is to protect and enhance the
health of all employees. Our
responsibilities include health strategies,
employee health support, and occupational
health and disability management.

11. HR STRATEGY, COMMUNICATION

SYSTEM
Providing a variety of programs and
services to HR colleagues, line management
and employees, our responsibilities include
the strategic planning process, HR
measurement, compliance, and operational
effectiveness.