S P E CI AL F E ATU RE

HR practices in pharma

Changing roles in testing times

Courtesy: www.osp.state.nc.us

The year 2008 has been a year of transition, with the economic downturn affecting businesses across the globe. The pharma industry, although comparatively less affected, has metamorphosed in terms of bifurcating business units, rationalising operations, restructuring certain jobs, etc. Earlier, the role of HR personnel mainly involved recruiting talent, but today, it is more about retaining it, finds out Saloni Vora.

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he global economy has recently gone through a tumultuous time, leading to the revision of several operational procedures in organisations. Adopting restructuring policies to devise rational and cost-effective solutions has been the need of the hour for many companies to combat the challenges caused by the economic slowdown. During such times, human resources (HR) departments,

which are one of the most valuable assets of an organisation, play a vital role. It is they who help drive the organisation towards attaining its goals and objectives by efficiently managing its resources. The HR department of any organisation acts as a connecting link between the employees and the organisation. However, after the downturn, the role of HR departments has witnessed a sea change.

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Agrees Surina Iyer, assistant vice president HR, Inventia Healthcare, HR management is no longer engaged in simply filling vacancies; rather, they are required to partner with business leaders to ensure that the HR processes and practices are aligned towards the companys growth & productivity. Using human resources effectively in order to give the company a competitive advantage and completing the set targets are some of its priorities. Moreover, the role of HR management has also changed as a consequence of globalisation, economic growth, demographic changes, skills shortage, cut throat competition, manpower turnover and knowledge exodus. These changes have magnified the challenge of managing people and talent. adds Iyer. Although the pharmaceutical and biotechnology industries have been comparatively less affected by the downturn, financial spending has been reduced, due to which many companies have closed down some of their facilities, cut down on jobs or bifurcated their business units. However, talent management has been of paramount importance in industries like pharma & biotech, where knowledge is the name of the game. Hence, attracting and retaining the much-needed talent & preventing them from migrating to greener pastures has been a major challenge for HR professionals in pharma. Says Anil Kathuria, senior manager - HRM, IOL Chemicals & Pharmaceuticals Ltd, In such times, HR professionals need to have thorough knowledge about the business and human resource functions. Also, it should have the ability to lead any change process, innovation as well as problemsolving to influence the organisation.

Surina Iyer
assistant vice president HR, Inventia Healthcare

Fair and transparent work culture recognition, advancement, development, performance-based pay coupled with good leadership support and team work go a long way in employee retention.

HR practices: Then and now

Initially, most companies filled their junior level positions through campus recruitments, but this equation changed with the economic situation. Today, campuses are actively approaching pharma companies, giving them a chance to pick the candidate that best suits their requirements. Earlier, HR departments in pharma companies were involved in the process of finding the right candidates, recruiting them and retaining them. But today, recruitment firms having strong scientific expertise have emerged, helping HR departments perform their functions even better. According to Aaditya B S, business head - Pharma, Healthcare, Life Science & Specialty Chemicals, Mafoi Management Consultants Ltd, Today, HR departments in many companies are connecting with recruiting firms to leverage on their vast experience and gain a better understanding of different industry practices. Further, recruitment firms also help HR departments in devising strategies required to rise in a competitive scenario. Recent years have also witnessed the birth of new forms of pharmaceutical business models in the market and have noticed a change in the nature of work & expectations of the workers. This has stimulated the HR personnel in many pharma companies to implement changes in their existing strategies. Kathuria says, Some of the fresh and improved HR styles have contributed to progressional

changes within the pharma setup like improving interpersonal & communication skills, improving leadership skills, overcoming resistance to change, opening management thought process to see beyond their functional storage, personal development programmes, valuing employees for their talent & good work and fostering new styles of appraisal.

HR management in testing times

HR speak According to Kathuria, key practices to help achieve results in HR operations include:
v Establish an operational excellence team to drive continuous improvement v Define standard operating procedures to provide consistency across the HR function v Manage processes from end-to-end v Rationalise HR applications v Develop training programmes to emphasise continuous learning v Establish rigorous governance processes for improving financial discipline and accountability to improve discipline & compliance v Measure HRs performance against industry benchmarks v Communicate and add more value to the organisation by adopting strategic moves

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Anil Kathuria
senior manager - HRM, IOL Chemicals & Pharmaceuticals Ltd

It is always said that when the going gets tough, the tough get going. As the market does not seem so promising and the downturn is still going on, the role of HR management gets stronger.

blockbuster drugs due to go off patent in a few years from now and their inability to discover suitable alternative products to fill the gap. The decline in the stock market & margins of drug sales is only adding to the pressure. With such looming problems, the HR department faces the challenging task of delivering to the growing expectations and complexities of organisational requirements. Kathuria avers, It is always said that when the going gets tough, the tough get going. As the market does not seem so promising and the downturn is still going on, the role of HR management gets stronger. The effect of a troubled economy on the employees morale and sense of job security requires HR personnel to pay special attention to them. Further, the present situation also requires the HR to churn out new ideas, opinions and thoughts to render costeffective solutions. HR personnel may be asked to make critical organisational changes like selecting employees

for redundancy, redirecting existing personnel to other departments and suggesting other ways of reducing costs. All these measures have to be taken in a cautious and guarded way, ensuring the work environment and reputation of the organisation are not adversely affected. Opines Aaditya, When you let go of people, the organisation is affected in several ways. The worst of this is the negative sentiments harboured by the existing employees. This can be discouraging and not only create a disturbing environment at the workplace but also spread news of your organisation not doing well. This could adversely affect your market. Taking these situations into account, it is important to have a robust HR management system in place.

Battling attrition
An individual spends a substantial part of his day in his organisation. Hence, it is important to have an environment that is conducive for

Aaditya B S
business head - Pharma, Healthcare, Life Science & Specialty Chemicals, Mafoi Management Consultants Ltd

Today, HR departments in many companies are connecting with recruiting firms to leverage on their vast experience and gain a better understanding of different industry practices. Further, recruitment firms also help HR departments in devising strategies required to rise in a competitive scenario.

high productivity and growth. HR professionals need to constantly develop innovative ways to make their organisation a popular and enjoyable place to work in. Opines Aaditya, The HR department should work proactively in hard and soft zones. Hard zones would involve compensation & benefits, while soft zones would cater to recognition & appreciation of employee efforts and talent on a company wide forum. This gesture provides a genuine boost to the performer and also motivates him to perform better in future. Also, this structure enables the employees to be more confident & satisfied and translates into higher work productivity. Seconds Dr Kashmira Pagdiwalla, director - HR Operations, Intas Biophramceuticals Ltd, Rewarding achievements, recognising employee contributions through regular appraisals, improving the quality of their work life and providing an environment that is conducive for higher productivity, healthy competition and growth can help HR departments battle attrition. Further, a transparent HR management framework that follows a proper appraisal system and fair internal recruitment policies is also important. Ensuring this would elevate the level of professionalism and cooperation among employees. Iyer feels, It is has been proved that employees do not always switch jobs because of better salary prospects or tangible employee benefits. Besides fair and transparent work culture recognition, advancement, development, performance-based pay coupled with good leadership support and team work go a long way in employee retention. Also, a clear message and feeling of involvement and ownership will result in not only higher performance but also reduce attrition rates. Further, according to Kathuria, the companys culture and

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reputation plays an important role in attracting and retaining talent. A good reputation of the company from an external point of view is important, as employees experience a feeling of security and respect on being associated with a renowned firm.

Dr Kashmira Pagdiwalla
director - HR Operations, Intas Biophramceuticals Ltd

Challenges
The pharmaceutical industry is recognised as one of the fastestgrowing industries today. It is a rapidly evolving industry where much advancement has taken place over the years. Moreover, in the near future, this industry will continue to evolve with new life-saving drugs and technologies being launched into the market. Says Aaditya, Today, India is seen as one of the most favourable destinations for carrying out research activities, manufacturing & sales. We are also witnessing consolidation through M&A activity between pharmaceutical and biotechnology companies. Considering this rapid pace of development, HR departments in pharma companies face the challenge of supplying different skill sets as per the requirements of the industry. States Iyer, HR departments face a stiff task in attracting as well as retaining high levels of skill sets and at the same time, continuously raising the employee performance bar as per the business need.

When a company has projects, it is better to have appointments on a temporary basis, as after the conclusion of the project, the appointee can be transferred onto another project or his/ her services can be terminated based on the non-availability of projects.

Further, in areas like R&D, which are the heart of the pharmaceutical industry, attracting and retaining R&D professionals is an important task for the HR department. Moreover, research professionals demand a continuously evolving environment and opportunities to work on innovative research projects where they can explore their knowledge and skills. Hence, understanding these requirements and providing them with an appropriate work environment would help in retaining this talent group. Agrees Aaditya, Retaining the best talent remains the topmost priority for most HR managers, especially quality talent in areas where knowledge and expertise plays an important & critical role. Further, HR departments face certain issues like the debate between temporary appointment versus permanent hiring. Considering pharma is a high risk, yet high-return business,

the temporary staffing model may prove to be useful at times, depending on the companys current market situation. Opines Dr Pagdiwalla, When a company has projects, it is better to have appointments on a temporary basis, as after the conclusion of the project, the appointee can be transferred onto another project or his/her services can be terminated based on the non-availability of projects. According to Aaditya, another advantage of this model is that it gives the individual an opportunity to display his/her performance levels as well as get to work with good brand names in the industry.

Conclusion
The pharma industry is progressing at a rapid pace. With increasing regulatory pressures, patent challenges and declining R&D product pipeline, companies will have to regularly review and re-evaluate their HR policies. To thrive in an upbeat competitive environment, it will also be essential for them to continuously update these policies in line with industry trends and analysis. Kathuria says,Today, firms are constantly delving into domestic and foreign talent pools to unearth a new generation that will carry the business forward. According to Aaditya, the need for recruiting the right talent is a never-ending quest and the best way to begin is to tap the student community, harvest or mould them through sponsored research & training.

Courtesy: raydiateindia.com

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