FINAL PROJECT

INTERNATIONAL HRM

SUBMITTED TO:-
SIR ADNAN IBRAHIM
Institute of Administrative Sciences
University of the Punjab
PREPARED BY:-
 NORAIZ AHMAD 95
 KASHIF JAVED 91
 SAMAVIYA GULL 94
 CCL PHARMACEUTICALS COMPAY

INTRODUCTION TO THE ORGANIZATION

CCL pharmaceutical was founded in 1965 and they are in the business of pharmaceutical and

health care since last 50+ years. As a healthcare company, CCL manufactures and markets

innovative and quality products, which offer real health solutions. Its rich product portfolio,

covering nearly all the major therapeutic areas helps prevent, cure or alleviate illness, as well as

save lives.

CCL is the First Pharmaceutical Company in Pakistan to win ISO 9001 certification by SGS, a

world-renowned quality certifying body, which itself speaks of its very high & globally accepted

standards of quality assurance supported by its development activities. The incorporation of

quality system of ISO 9001 augments & facilitates the observance of CGMP.

CCL offer a wide range of products ranging from Cardiology, Anti-Infective, Musulo-Skeletal,

Metabolic, CNS, Respiratory, Women Health, Immunology, Multivitamins and many more are

under developmental phase.

CCL Pharmaceuticals (PVT) LTD is strongly committed to adherence to the standards laid down

by internationally accepted official monographs. CCL quality control laboratory and product

development activities are very well supported with latest tools and techniques of drug analysis.

CCL is exporting its pharmaceutical products to many Asian, Middle Eastern and African
countries.
 OVERVIEW OF THE ORGANIZATION

As a healthcare company, CCL manufactures and markets innovative and quality medicines,

which help prevent, cure and alleviate illness as well as save lives. They want to be the company

that does more good for more people than any other on the planet.

Core ideology

CCL is in the business of improving the quality of human life. Their responsibility is to

manufacture and market high quality and affordable products while serving the best interests of

its customers, employees and shareholders.

CCL’s business

As a healthcare company, CCL manufactures and markets innovative and quality products,

which offer real health solutions. CCL pharmaceuticals rich product portfolio, covering nearly all

the major therapeutic areas helps prevent, cure or alleviate illness, as well as save lives.

CCL has a strong marketing and sales force of more than 300 people with a reach of more than

three hundred territories. Their sale force visits more than 50,000 doctors and its medicines are

present at more than 50,000 pharmacies nationwide.

This reach, depth and strong presence make them a very strong player in the local

pharmaceutical arena.

NATURE OF ORGANIZATION
CCL pharmaceutical (PVT) LTD is dealing with manufacturing of health care products and they

are also exporting different health care products. They have a state-of-the art production plant

with a capacity to manufacture

 Tablets

 Capsules

 Sterile powder for Injection

 Liquid Injection

 Dry Suspension

 Syrups

to meet not only the local requirements but also catering to the needs of its global associates

especially in Asia, Middle East and Africa. They are exporting their pharmaceutical products to

many Asian, Middle Eastern and African countries.

PRODUCT LINE
1. Antihistamines

2. Anti-Infective

3. Antiviral
4. Cardiovascular

5. CNS

6. Cough and Cold Preparations

7. Gastroenterology

8. Iron supplements

9. Lipid Lowering Drugs

10. Metabolic

11. Multivitamins/Anti-oxidants

12. Musculoskeletal

13. Pulmonologist

14. Biotech Products

 ORGANIZATION STRUCTURE OF HR

MANAGING
DIRECTOR

SENIOR MANAGER
HR

AM HIRING AND AM PERSONNEL ADMIN

DEVELOPMENT MANAGER

HR OFFICER OFFICE ADMIN ADMIN

ASSISTANT HR OFFICER OFFICE
ASSISTANT

HR PROCESS IN CCL PHARMACEUTICAL

5.1 HUMAN RESOURCE PLANNING

5.1.1 HR Planning Process

For their human resource planning CCL pharmaceutical is using a few steps in which they

forecast future need and the requesting manager will be responsible for determining the need and

completing a need analysis for personnel additions or replacement.

After getting requisition and criteria budget has been approved for the position and HR manager

use to forecast the supply. They use to give opportunity for there internal candidates and also

make procedures for external hiring where necessary. In case of internal candidates, as

assessment, committee is formed and all the candidates use to appear before it and the decision is

made with consensus. If the position is to be advertised then HRD will issue the advertisement

release order to the agency, after obtaining the approval from the managing director. The

company discourages the employment of close relatives but under certain conditions, managing

director can waive this policy in favor of employing close relatives.

After finalizing how many staff is required and from which source, the HR manager use to

conduct complete hiring process.

FORECASTING HR REQUIREMENTS

Demand forecast

At CCL pharmaceutical (PVT) LTD the requesting manager is responsible for determining the

need and completing a need analysis for personnel addition or replacement. The requesting

manager use to ensure that the following criteria should be met:

 The productivity level of the department /business unit or company should not be

compromised. Per Man Productivity in sales is almost always determined and agreed.

Departmental and Divisional Heads determine productivity in other departments.

 Budget has been allocated and approved for the position.

  Appropriate physical assets and other resources should be available to ensure that the

new employee can start to be productive right from first day.

 Productive projects or activities for new employees exist in the foreseeable future.

Forecasting Future HR Supply

After demand forecasting CCL management’s first preference is to forecast HR supply

internally. In case of internal hiring HR manager use to announce an internal vacancy and after

receiving resume they use to evaluate it and an assessment committee is formed and all

candidates use to appear before it and that committee takes the evaluation decisions.

In case of external hiring HRD use to advertise the post and collect the resume.

In case the position is not to be advertised, HR manager use to inform the requesting manager

about potential candidates from some reliable contacts or retained job applications in resume

bank for the particular post.

As per company policy No ex-employee can be rehired without prior approval of Managing

director.

Balancing Supply and Demand

There can be two factors, which can create problem in balancing supply and demand. These can

be labor surplus and labor shortage

Dealing with a Labor Surplus

CCL management is very careful about balancing in supply and demand of human resources but

in rare conditions, if they face labor surplus then they use internal transfers and hiring freeze

techniques to balance supply and demand.

Dealing with a Labor Shortage

CCL use the methods of external recruitment, transfers and promotions for dealing with labor

shortage problem and they are also using overtime and temporary employment technique in their

production area whenever they face shortage of labor.

METHODS TO FORECAST HR NEEDS

CCL use to forecast on two basis

 Demand forecast

 Supply forecast

DEMAND FORECASTING

a) Quantitative Approaches

CCL pharmaceutical is using trend analysis approach for demand forecasting. CCL management

use to analyze their demand forecast mostly on the bases of their past experiences. They use to

analyze the past experience and compare them with current trend and situation for estimating

future needs.

b) Qualitative Approaches

CCL is also using nominal group technique for forecasting their demand of human resource.

They use traditional trend analysis method with combination of nominal group techniques.

Whenever they use to launch a new product they use to forecast there needs they use to review

their past experience to estimate HR needs and then experts meet face to face to estimate there

demand forecasting and after exchanging their ideas they use to decide their expected demand.

SUPPLY FORECASTING

CCL use to forecast there internal supply on the basis of availability of there internal candidates

and if they found that they have people that fit for the available job and they have sufficient

skills, education and experience to meet the challenges of available post

For forecasting external supply they use to consider the trend of labor market and skill inventory

available for them.

5.2 EMPLOYEE RECRUITMENT AND SELECTION

CCL is using the option of choosing the candidates for its recruitment processes from two kinds

of sources

a) Internal

b) External.

5.2.1 SOURCES OF RECRUITMENT

CCL pharmaceutical (PVT) LTD is using both internal and external sources of recruitment.

Some major sources are as following

Internal Recruitment sources

1. Transfers

2. Promotions

3. Upgrading

4. Demotions

5. Retired Employees

External Sources

1. Press advertisements

2. Educational institutes

3. Placement agencies/outsourcing

4. Employment exchanges

5. Employee referrals
EMPLOYEE SELECTION PROCESS

For selecting a candidate, CCL HR department is using the following steps.

1. They use to screen the applications, where the available applications are reviewed to

shortlist applicants in respect to their qualifications and experience concurrence to the

specified requirements of the job, only applicants with relevant qualifications as well as

their strength are considered for interviewed.

2. After screening, they use to prepare for interview, HRD use to prepare the interview

schedule and then they mail interview call letters to the candidates. The copy of interview

Schedule is send to the requesting Manager along with the applications of candidates.

3. In their interview process, Preliminary interview is conducted by Reporting Officer,

second by Department Head and H.R and the final interviews are conducted by Director /

MD. The number of interviews depends upon the nature or seniority of the position. The

interviewers conduct interviews with the candidate on the prescribed INTERVIEW

EVALUATION FORM.

4. Then the selected finalists have to undergo medical examination, where the applicants are

taken to approved medical practitioner for medical examination, this is to avoid selecting

employee who might fail to perform the thought duties of the job

5. The HR Manager is also responsible for background investigation on all finalist job

applicants before extending an offer of employment. In this investigation they use to

investigate Prior employment verifications, verification of educational documents,

compensation records etc.

 6. Then after finalizing the selection, either they use to inform selected candidate by Phone

or by letter and invites him to come and fill required forms to effect the employment.

7. CCL HR use to offer letter of employment and filling required forms to affect

employment function, where in that letter, terms and conditions of employment are

stipulated. The Human Resource Director uses a standard offer letter approved by the

organization.

8. Upon receipt of JOINING REPORT along with the requisite documents, HRD use to

open employee’s personal file. HRD will maintain a NEW EMPLOYEMENT

CHECKLIST until the time the employee is confirmed.

9. Then in the next step placement and orientation is use to be done. The requesting

manager will brief the employee about his position and initiate him to work, assign work

station and provide necessary documents. In this stage HR manager use to brief all

company policies and they use to give initial training to every new employee for having

better understanding of job and organization.

TRAINING AND DEVELOPMENT

TRAINING NEED ASSESSMENT

CCL pharmaceutical’s Training and development staff use to identify training need among all

departments. Different department heads use to make a report as per there staff need. They use to

identify the areas where employees need training.

Whenever a requisition is formed for training need then T&D team of CCL use to find out who

needs the training, when the training is needed and who should conduct this training.
CCL is using three levels of needs assessment: organizational analysis, task analysis and

individual analysis.

ORGANIZATIONAL ANALYSIS

CCL Pharmaceutical (PVT) LTD considers the following points in organizational analysis

 Before designing any training programs company use to analyze the impact on operating

costs.

 If there is any requirement of changing technology and automation in organization’s

system, which requires training for employees, then they use to go for training.

 Then they use to analyze the organizational goals and resources available like material on

hand, money and available expertise within the organization.

 After that they use to analyze the top management support, employee willingness to

participate, and responsibility for outcomes.

Task analysis

CCL is using a variety of sources for collecting data for a task analysis:

1) CCL trainers are using Job descriptions to identify the requirement of training.

Organization use to give training to the newly hired employees in order to help them in

understanding their job descriptions in a better way.

2) While determining the need of training CCL use to compare the performance of actual

and desired target. In sales and marketing, they use to compare targets of expected sales

with the actual one to find out where there is a room for improvement.

3) They use to ask questions about the job of an employee from the supervisor and upper

management.
 4) Company use to analysis of operating problems that include its down time, waste, repairs,

late deliveries, quality control.

INDIVIDUAL ANALYSIS

For individual analysis CCL pharmaceutical is using the following ways:

 They are using Performance evaluation to Identify weaknesses and areas of

improvement.

 T&D team use to talk to manager, supervisor and employee and also they ask employee

about what he/she believes he/she needs to learn.

 They use to conduct Attitude surveys to measures morale, motivation, satisfaction.

EMPLOYEE DEVELOPMENT

For employee development CCL pharmaceuticals, (PVT) LTD is conducting different training

programs and they pay attention to retain their employees.

As far as career development is concerned they are providing facilities to their employees.

Employees are getting trainings and there HR department is helping them in career path

planning. They have hierarchy in their organization and there excellent performers use to get this

advantage through promotions.

CCL is fully aware of career development of their employees. They are encouraging their

employees for formal training programs especially they use to arrange training programs for their

marketing and sales staff and they are conducting different seminars to motivate their employees

and to provide them a direction to their career.

DESIGN PHASE

Once the needs assessment is completed and training objectives are clearly identified, before

conducting training T&D team use to design training contents and other preliminary plans

 They use to select the internal or external person to design and develop the training. This

mostly depends on the training topic and company budget. If internal person has to be

selected then department use to make arrangements about the availability of that person

and other resources needed. On the other hand, if external training is required then they

use to hire consultants for this purpose.

 For the selection and designing of the program content they use to consider what type of

training is needed, who should attend this training and they use to design training

contents as per requirement and keeping in view the level of trainees. Trainer use to meet

with department heads and they use to discuss the requirements and based on all training

need assessment they use to design the contents of training.

 After designing training programs they use to select the techniques used to facilitate

learning and for this purpose they mostly use multimedia, different videos and a full day

seminar is mostly conducted for this purpose. During these training programs trainers use

to design different activities related to the topic so that trainees have a better

understanding of the topic.

 There training programs are usually conducted in there training rooms where sitting

arrangement is in a semi circle foam.

 While designing there training programs there trainers use to select the materials by

reviewing literatures and modern techniques. They use to consider market conditions and
 take help from internet to get latest updates to make there training programs more

effective.

 Then they use to schedule trainer, venue, facilities and participants and they use to send

emails to the participants in order to inform them about the venue and timing of the

training.

 There trainer use to prepare materials and deliver them to scheduled locations.

EVALUATION PHASE

After completion of the training in order to evaluate the training , trainers use to get feedback
from the participants in order to know whether they are satisfied with this training or not and the
trainer also use to provide his feedback on training program and after that when that employee
get back on his routine tasks then his performance is evaluated again in order to check the
practical implementation of that training program and then the department head use to provide
feedback to the T&D department.

CCL Quality Policy

Derived from our mission of enabling healthy and happy lives, CCL’s Quality policy reflects our
desire to maintain a quality-focused culture. It aims to deliver products and services that are safe,
compliant and preferred. We have a comprehensive Quality Management System to ensure
quality excellence in the organization. At CCL, we invest in our people, systems and facilities to
continuously improve the quality of our products and to achieve customer satisfaction. Our
employees have necessary education, skills and training to carry out their work competently to
build quality into products. Our systems and activities are regularly monitored to ensure that our
standards stay compliant with current regulatory requirements and the quality expectations of
patients, healthcare professionals and other stakeholders. To build continuous trust and long-term
pursuit of quality excellence, we at CCL:
 Ensure product safety and efficacy at all stages of manufacturing and supply chain by
strictly adhering to current Good Manufacturing Practices;
 Endeavor zero defect through right first time approach and continuous improvement;
 Confirm full compliance by meeting relevant regulatory requirements and internal
standards;
 Engage everyone’s commitment across all functions of the organization by fostering a
quality culture and best-in-class customer service.

CCL Environmental policy

The company shall comply with all statutory and regulatory requirements related to its
pharmaceutical products, activities and their environmental impact;
The company shall identify its environmental friendly objectives by continuously reviewing and
monitoring its processes and activities;
CCL shall undertake environmental friendly activities and continuously improve its
environmental management system;
CCL shall reduce and wherever possible, eliminate waste and pervert pollution at source.

Interview Questions & Answers

1. Does your firm deal with expatriates / impetrates?

Yes, our organization deals with both of these but in this pandemic situation no one is allowed to
travel so, this process is stopped. Due to technology betterment our work is disturbed on very
little scale. Important meetings are already marked on calendars and invitations were sent to the
members. Zoom, Google Hangout and meet, Skype etc. Are the platforms we mostly using till.
What are the trainings offered to expatriates before departure?
We offered short term training or orientation because; we select only an experienced person for
the required position. Types of pre-departure and cross-cultural training include the
familiarization in language, culture, history, living conditions, local customs. But in our
organization we try to hire the local national for avoiding these barriers. English is the best
solution for language issues; company only puts effort when they saw your efforts. For example,
Uzbekistan branch have a Pakistani and he is putting his complete efforts to learn language and
our organization is paying for this.
2. What are the common concerns of expatriates?

As there are many concerns expatriates face but some are:

 Are Business Reasons or Personal Issues the Cause of Expatriate Failure?

 Family Issues.

 Cultural and Language Barriers.

 Employee Inexperience or Unsuited for the Role and Location.

 Health Issues, Stress and Uncertainty of Foreign Posting.

Our organization trying their best to overcome these hinders but these are individuals’
personality issues and they have to tackle these on their abilities.
3. Are international assignments effects on salary?

Yes, it effects according to the nature of job, if it is related to sales the more sales you have more
perks are given to you. If you are only going as on scheduled job then the salary increases as by
organization laws. The travel is paid by company as by half yearly or yearly, family is only
sponsored in few cases otherwise, they have to survive at their own.
 4. How your organization manages knowledge transfer?

Knowledge transfer is a continuous process, our all team are in coordination with each other
about the work. Meetings are arranged monthly or as on demand and instructions are clearly
given to them. There is no right given to employee for any kind of decision related to
organization. Only high authorities have the right to make any decision. Strategy is made to
deliver the given knowledge the experienced employees share their knowledge and skills only at
trainings or orientations.
5. How your organization become a multinational organization?

At the time of start international business many organization employees does not have specific
idea related his career path or structure. When organization start international business employee
don’t have any idea of other country policy related labor law economic situation and faced many
problems related marketing and sales.
But CCL have experience many years on international market and well know about international
market means which country have better economic position and CCL planned and make proper
structure many years ago where business expand what types of business run in this country what
number of expatriates send to the other country.
Plan it, properly structure it, make feasible conditions to survive on that country.

6. What if expatriate completes their assignments?

If the expatriate complete their assignment and his responsibility which company gave them the
company decided which position is suitable for the employee on the basis of employee
knowledge after the assignment. If the employee is not suitable in that country then organization
offer comeback to host organization and take charge which position suitable for them, like
manager or HOD or whatever because they are valuable and experienced.

7. What kind of employments you offer in other countries?

CCL Pharma make expatriates in sales and marketing departments and Appraisal of the
expatriate is on the basis of good sales and marketing or bad sales and marketing at the end of
tenure but expatriate continues reported about his performance to the head office.
8. How does the economy, labor laws effect expatriate?

Economy of every country has their effects on business. Similarly our organization also has
concerns about it but the total failure of an expatriate is not only dependent of economy it has
many factors including:
Abilities
Language
Personality disorder
For example: we all know about situation in Afghanistan but Afghanistan is a biggest
contributor of oversees sales. Economic situation and sales factors have effect on the sales but
the sales expatriate is responsible to manage the sales if the expatriate does not handle and
manage sales and marketing department then the expatriate have lack of understanding and lack
of responsibility.
 9. Where is the headquarter of your organization is located? What type of decision making
you adopt?

Headquarter of the CCL pharmaceutical company is in Lahore and productivity functional units
are also in Lahore. Some regional offices are also established in different countries but the
decision making authority is in our country Pakistan. Problems tell us what type of decision
making is required centralized or de-centralized, it depends on situation mostly, and major
decisions are taken from here.
When an expatriate is sent abroad, a reporting officer is sent with him to another country so that
he is aware of everything. He knows everything. That officer can be from any country depending
on the situation. If the reporting officer does not give full information to the expatriate then the
employee will not be able to give his performance then the reporting officer will be responsible
for that performance. In addition, the company's department customer care services provide to
expatriate with all the information which he need.

10. What type of employees do you usually, hire?

Types of employee CCL Company hired all the types of company like TCN HCN PCN
depending on the situation but CCL Company preferred to labor in host country to his own
country but the head of all department hired only Pakistani or third country employee.