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    National Pharmaceuticals is India's largest pharmaceutical company established in 1937 in Bihar. It was facing high attrition rates of up to 25% due to challenges including an unfair performance review system, low salaries, and lack of career progression opportunities for employees. To address these issues, the company implemented corrective measures such as introducing skip-level meetings for managers, revising compensation structure to provide fair salary hikes based on performance, expanding training programs, and adopting a "people first" recruitment and culture.

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    National Pharmaceuticals is India's largest pharmaceutical company established in 1937 in Bihar. It was facing high attrition rates of up to 25% due to challenges including an unfair performance review system, low salaries, and lack of career progression opportunities for employees. To address these issues, the company implemented corrective measures such as introducing skip-level meetings for managers, revising compensation structure to provide fair salary hikes based on performance, expanding training programs, and adopting a "people first" recruitment and culture.

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    32 views9 pages

    National Pharma Case Study - Group 13 - Updated

    Uploaded by

    priya
    National Pharmaceuticals is India's largest pharmaceutical company established in 1937 in Bihar. It was facing high attrition rates of up to 25% due to challenges including an unfair performance review system, low salaries, and lack of career progression opportunities for employees. To address these issues, the company implemented corrective measures such as introducing skip-level meetings for managers, revising compensation structure to provide fair salary hikes based on performance, expanding training programs, and adopting a "people first" recruitment and culture.

    Copyright:

    © All Rights Reserved
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    of 9

    National

    Pharmaceuticals
    By Bloom (Group 13)

    http://www.free-powerpoint-templates-design.com
    http://www.free-powerpoint-templates-design.com
    Introduction
     Established in 1937 in the state of Bihar

     Founded by Samprada Singh along with brother B.N.


    Singh

     Vision to improve quality of Life though Exceptional


    Healthcare and Services

     India’s largest Pharmaceutical with Revenue > ₹ 23 Billion


    and CAGR >16% over 2013-18

     Pioneer in addressing acute illness


    and Chronic Therapeutic segments

     Four Segments : General, Specialty, Chronic and


    Others
    Challenges

    National
    Pharmaceuticals Reduction in Acceptance ratio
    High attrition rate up to 25% Acceptance ration reduced from 1:5 to 1:3

    Training Cost Compensation Structure


    The Company was facing the challenge in increasing the Compensation Structure in the specific zones
    training cost and the duration of training period
    Challenges
    Recruiting Skilled Employees
    Recruiting process and Performance
    management system Reduction in Recruiting Skilled employees for
    Effective work force

    Employee Poaching Change in Organization’s Culture


    Targeting highly skilled employees with Change in Organization’s culture cannot be
    benefits and high salary by other companies done in few months, it takes years
    Two Reasons for High Attrition

    Manager and Work Related Problem: Salary:


     No Review system for Head and  As per dipstick analysis in 2014, 2015
    Managerial Staff and 2017, salary was one of the main
     reasons for Job Attrition
    In 2014, 28% of employees mentioned an
    Unfair Performance Review
     Clear Statement from the employees in
     In 2017, 45% of the employees resigned the Exit Interview
    due to Manger & work related problems

    Attrition
    Manager & 28% 27%
    Others Rate
    Work related
    45% 55% 2014 2017

    58%
    Attrition
    2015
    Corrective Measures
    Action Plan on Managers

    Employee – HR Connect
    Quarterly Employee – HR
    Connect meeting with Low
    and Mid level Management

    Skip Level Meetings 360-Degree Method


    Introduce Skip Level Include 360 - degree
    Meetings for any method – Team
    Managerial Issues or Feedback under
    Concerns Manager’s KPI for
    Performance Review
    Corrective Measures
    Performance Analysis and
    Salary Benefits Career Progression Plan for the Employees

    Career Plan

    Introduce Attractive Incentives and Bonus Compensation

    Incentives and Bonus


    Revise Compensation Structure

    Salary Hike

    Provide Salary hikes based on fair and unbiased


    performance reviews
    Corrective Measures
    Training and Developments
    Current Training Days
    15

    • Intensive Management Development Program for 3-5


    Days

    • Training and Development of New and Existing


    employees to understand organization process and 4
    3 3
    culture, improve morale and help maintain an updated 2
    skillset
    e g DP e
    • Increase number of training days for existing trainings m n in m DP
    making it worthwhile and engaging am ai eM am M
    og
    r Tr im og
    r
    r is c -t T r
    P Ba rP
    ing F irs e
    • Improvement in Talent Acquisition and Retention
    ai
    n sh
    Tr rf e
    functions e Re
    l
    p su
    Ca
    Corrective Measures
    Other Measures

    Adopting and practicing


    “People First Policy”
    Change in Recruitment and
    Selection Process

    20% Organization Culture


    Job Portals

    10%
    Walk-In 60%
    Referrals
    Internal Recruitment
    10%
    Recruitment
    Plan
    THANK YOU

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