Hello everyone, I have only been an HR officer for five months, so I don't have much experience with the HR planning and initiative activities that the pharmaceutical company should be implementing for the upcoming year.
Could you offer some initiatives or practical advice to put into practice?
From India, Chennai
Could you offer some initiatives or practical advice to put into practice?
From India, Chennai
All the laws applicable to any establishment in India, like EPF & MP Act, ESI Act, Employees Compensation Act, Shops Act, CLRA Act, Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, Payment of Gratuity Act, Maternity Benefits Act, Trade Union Act, Standing Order Act, Industrial Disputes Act are applicable to your establishment also. If you are into manufacturing pharma products, then you have to comply with Factories Act also. In addition to these in respect of Sales/ Medical representatives, you have to frame separate policies considering the Sales Promotion Employees (Conditions of Service) Act also.
From India, Kannur
4253From India, Kannur
Dear Mr Pandia Raja,
Your present company is a running establishment.
At this juncture your duty is to watch the prevailing rules are being complied properly. There is nothing called best in this world because each and every establishments are different for various reasons i.e., Owners,capital,revenue and market for products.
The idle HR practice is to resolve the issues immediately, if not aeveryone, I have only been an HR officer for five months, so I don't have much experience with the HR planning and initiative activities that the pharmaceutical company should be implementing for the upcoming year.
Could you offer some initiatives or practical advice to put into practice?
From India, Mumbai
Your present company is a running establishment.
At this juncture your duty is to watch the prevailing rules are being complied properly. There is nothing called best in this world because each and every establishments are different for various reasons i.e., Owners,capital,revenue and market for products.
The idle HR practice is to resolve the issues immediately, if not aeveryone, I have only been an HR officer for five months, so I don't have much experience with the HR planning and initiative activities that the pharmaceutical company should be implementing for the upcoming year.
Could you offer some initiatives or practical advice to put into practice?
From India, Mumbai
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