How Can HR Effectively Assess Employee Productivity in a Pharma Company Without Quantifiable Outputs?

Dear Seniors,

In our organization, HR is responsible for regularizing the daily work report of all employees (more than 450 employees) and the monthly work report from each department (almost 30 sections). We are expected to check how much a person is occupied by reviewing their monthly MIS. The management's objective is to identify the not-so-productive or partially occupied manpower within the company. Therefore, they require HR to first standardize the daily work report and monthly MIS from all sections/employees, and then analyze all reports to report the findings to management. The report should include the occupancy level of all department heads to determine if the current workforce is necessary for the tasks at hand.

Management prefers not to rely on the comments of managers. HR, as a neutral function, is expected to conduct a qualitative and quantitative analysis of the workforce. Is it feasible to accomplish this task while managing all other HR functions online? Please advise on how to assess manpower productivity in a Pharma company where the output of each individual is not quantifiable in units. Your responses are greatly appreciated.

Given the requirement to assess manpower productivity in a Pharma company where individual output is not easily quantifiable, there are practical steps you can take to meet management's expectations. Here are some recommendations:

1. Establish Clear Performance Metrics: Define key performance indicators (KPIs) for each role that can help measure productivity and effectiveness. Focus on qualitative aspects such as quality of work, timeliness, and contribution to team goals.

2. Implement Regular Check-ins: Schedule periodic meetings with department heads to discuss progress, challenges, and opportunities for improvement. This can provide valuable insights into workforce productivity.

3. Utilize Technology: Consider implementing HR software that can automate data collection and analysis, making it easier to track employee performance and generate reports efficiently.

4. Training and Development: Invest in training programs to enhance employee skills and knowledge, which can lead to improved productivity and performance.

5. Employee Feedback: Encourage open communication and feedback mechanisms to understand employee concerns, challenges, and suggestions for improving productivity.

6. Performance Reviews: Conduct regular performance reviews to assess individual contributions and provide constructive feedback for development.

By implementing these strategies, HR can effectively evaluate manpower productivity in a Pharma company and support management in making informed decisions regarding workforce optimization.