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Category
Human Resources Planning
Pharmaceutical and healthcare companies are a desirable sector for graduates considering their first job. Many global companies have strong reputations as employers and generally receive sufficient numbers of applications, hence there is not normally a problem ensuring that a company has the right number of suitably qualified employees.
However, each company needs to monitor and benchmark the remuneration, terms and conditions it offers against those offered by other organisations in the private and public sectors to ensure that the company remains competitive and is able to continue to attract suitably qualified people.
In areas where there are national shortages of suitably qualified people, such as in the physical sciences, companies may invest in science education in higher education, and in secondary and primary schools, encouraging students' interest in science and raising awareness of careers in the pharmaceutical industry.
However, each company needs to monitor and benchmark the remuneration, terms and conditions it offers against those offered by other organisations in the private and public sectors to ensure that the company remains competitive and is able to continue to attract suitably qualified people.
In areas where there are national shortages of suitably qualified people, such as in the physical sciences, companies may invest in science education in higher education, and in secondary and primary schools, encouraging students' interest in science and raising awareness of careers in the pharmaceutical industry.
Employment trends, skills shortages, and earnings will all have an impact on whether there is a pool of suitably qualified people from which a company can recruit, and this may have an impact on how the vacancy is advertised and the salary offered.
Companies will have an equal opportunities policy that stipulates that employment decisions will be made without regard to age and gender, in addition to race, colour, religion or belief, sexual orientation, ethnic or national origin or disability. Decisions will be made on the grounds of ability to do a job, performance in that job and potential to do a job.
Companies will have an equal opportunities policy that stipulates that employment decisions will be made without regard to age and gender, in addition to race, colour, religion or belief, sexual orientation, ethnic or national origin or disability. Decisions will be made on the grounds of ability to do a job, performance in that job and potential to do a job.
When filling a vacancy the job will be advertised internally to identify employees who could fill the position. Decisions will again be made on the grounds of existing employees' ability to do the job, or potential to do the job. The successful candidate will be provided with the necessary training and development to ensure they have the required knowledge and skills to undertake the job.
Each business function is responsible for HR planning, with the support of HR. Metrics would be managed in some functions on the length of time a vacancy is unfilled (eg sales forces, production lines) where a critical activity is threatened if for even one day a role is not carried out.