Supervised By/

Dr. Asmaa Qassem

Prepared by/
Dr. Hany Hosny Mohamed

HUMAN RESOURCES Dr. Mahmoud Osama Mohamed

Dr. Amr Osama Mohamed
MANAGEMENT Dr. Mohamed Ali

MEDICARE Dr. Mostafa Maged

PHARMACEUTICALS
A Case Study
 Case Study: Human Resources Management at MediCare
Pharmaceuticals
1. Company’s VMOSA:
• Vision: MediCare Pharmaceuticals envisions becoming a global leader in
providing innovative medical solutions that improve patient outcomes and
enhance quality of life. We strive to be recognized for our commitment to
excellence, integrity, and ethical business practices.
• Mission: Our mission is to develop and deliver high-quality pharmaceutical
products and healthcare services that meet the evolving needs of patients,
healthcare providers, and communities worldwide. We are dedicated to
fostering a culture of compassion, collaboration, and continuous learning,
where our employees are empowered to make a difference and contribute to the
well-being of society.

• Objectives:
1. Develop and commercialize innovative pharmaceutical products that address
unmet medical needs and improve patient care.
2. Ensure patient safety, product quality, and regulatory compliance in all aspects
of our operations.
3. Cultivate a diverse and inclusive workplace that values the contributions of
every individual and promotes professional growth and development.
4. Foster strategic partnerships and collaborations with healthcare providers,
researchers, and industry stakeholders to advance medical science and patient care.
5. Demonstrate corporate social responsibility through sustainable business
practices, community engagement, and philanthropic initiatives.

• Strategies:
1. Research and Development Excellence: Invest in research and development to
discover and develop novel therapeutics, diagnostics, and medical devices that
address critical healthcare challenges and improve patient outcomes.
2. Quality Assurance and Regulatory Compliance: Maintain rigorous quality
assurance and regulatory compliance standards throughout the product lifecycle,
ensuring patient safety, product efficacy, and adherence to global regulatory
requirements.
3. Talent Development and Engagement: Provide comprehensive training,
mentorship, and professional development programs to empower employees to
excel in their roles, foster a culture of innovation and collaboration, and promote
employee engagement and retention.
4. Partnerships and Collaborations: Forge strategic partnerships and collaborations
with academic institutions, healthcare organizations, and industry partners to
leverage complementary expertise, resources, and networks, accelerate innovation,
and enhance our competitive advantage.
5. Corporate Social Responsibility: Integrate environmental sustainability
initiatives, ethical business practices, and community engagement programs into
our corporate culture, demonstrating our commitment to social responsibility and
making a positive impact on society.
• Action Plans:
Objective: Increase market share by 20% within the next two years through
product innovation and market expansion.

2. Current Status:
As the HR department we performed an audit with the seven steps of the strategic
management process to the employees’ performance we noticed that the company
can’t reach the current goal of 20% market share due to lack of performance and
issues at sales department as follows:
1. Insufficient training which leads to lack of knowledge about our products and
services.
2. Lack of Knowledge about competitors’ tactics and strategies which lead to
failure to implement counter measures.
3. Low standards of new recruitments.
4. Insufficient numbers of sales representatives leading to lack of coverage in
geographic areas.
3. Talent Acquisition Standard Operating Procedure (SOP):
Objective: The objective of the Talent Acquisition SOP is to establish a systematic
and effective process for recruiting, selecting, and onboarding top talent to support
MediCare Pharmaceuticals' mission and strategic objectives.
Key Components:
1. Job Requisition and Approval:
- Hiring managers submit detailed job requisition forms outlining position
requirements, qualifications, and essential job functions.
- HR reviews and approves job requisitions based on workforce planning, budget
considerations, and alignment with strategic priorities.
2. Recruitment Strategy:
- Develop targeted recruitment strategies for each position, leveraging online job
boards, professional networks, industry conferences, and academic institutions to
attract qualified candidates.
- Utilize employee referrals, recruitment agencies, and talent sourcing tools to
identify and engage passive candidates with specialized skills and experience.
3. Candidate Screening and Selection:
- Review resumes and applications to shortlist candidates based on qualifications,
experience, and cultural fit with MediCare Pharmaceuticals.
- Conduct initial phone screenings to assess candidate suitability, interest, and
availability for the position.
- Schedule and facilitate interviews with hiring managers and cross-functional
teams, utilizing behavioral and technical assessments to evaluate candidate
competencies and fit.
4. Offer Management:
- Extend competitive offers to selected candidates, including negotiation of
compensation, benefits, and start dates.
- Ensure compliance with company policies, legal requirements, and industry
standards in offer packages.
5. Onboarding Process:
- Coordinate pre-employment activities, such as background checks, drug
screenings, and new hire paperwork.
- Develop and deliver comprehensive onboarding programs to new hires,
introducing them to MediCare Pharmaceuticals' culture, values, policies, and job
expectations.
- Assign mentors or buddy systems to support new hires during their integration
period and facilitate a smooth transition into their roles and teams.
6. Performance Monitoring:
- Track and analyze recruitment metrics, including time-to-fill, cost-per-hire,
applicant satisfaction, and new hire retention rates, to evaluate the effectiveness of
the talent acquisition process.
- Continuously review and optimize recruitment strategies, tools, and processes to
enhance efficiency, quality, and candidate experience.

4. Learning and Development Process at MediCare

Pharmaceuticals:
1. Needs Assessment:
• Conduct a thorough analysis of organizational goals, employee skills gaps, and
future business needs to identify learning and development priorities.
• Gather feedback from employees, managers, and stakeholders through surveys,
interviews, and performance evaluations to understand individual and team
learning needs.
2. Curriculum Design:
• Design a comprehensive learning curriculum that aligns with MediCare
Pharmaceuticals’ strategic objectives, industry trends, and employee development
goals.
• Develop a mix of training modalities, including instructor-led sessions, e-learning
modules, workshops, seminars, and on-the-job training, to cater to diverse learning
styles and preferences.
3. Resource Allocation:
•Allocate resources, including budget, time, and personnel, to support the
implementation of the learning and development initiatives.
•Invest in learning technologies, tools, and platforms to enhance accessibility,
scalability, and effectiveness of training programs.
4. Training Delivery:
•Deliver training programs through various channels, such as in-person sessions,
virtual classrooms, webinars, and self-paced online modules, to accommodate
employees’ schedules and preferences.
•Utilize internal subject matter experts, external trainers, and industry professionals
to facilitate training sessions and share best practices and real-world insights.
5. Performance Evaluation:
•Evaluate learning outcomes and impact on performance through pre- and post-
training assessments, knowledge checks, skills demonstrations, and performance
reviews.
•Gather feedback from participants, managers, and stakeholders to assess the
effectiveness of training programs and identify areas for improvement.
6. Continuous Improvement:
•Continuously review and refine the learning and development process based on
feedback, evaluation results, and emerging trends in the pharmaceutical industry.
•Update training content, methodologies, and delivery formats to ensure relevance,
engagement, and alignment with organizational goals and employee needs.
7. Career Development Support:
•Provide career development resources and opportunities, such as mentorship
programs, career coaching, tuition reimbursement, and job rotation, to support
employees’ professional growth and advancement within the organization.
•Encourage employees to pursue certifications, continuing education, and
specialized training programs relevant to their roles and career aspirations.
8. Recognition and Rewards:
•Recognize and reward employees who actively participate in learning and
development activities, demonstrate improved performance, and contribute to
organizational success.
•Celebrate achievements and milestones through internal communications, awards
ceremonies, and incentive programs to foster a culture of continuous learning and
excellence.

5. Performance Management System at MediCare Pharmaceuticals:

1. Goal Setting:
•Establish clear, measurable, and achievable performance goals and objectives for
each employee, aligned with departmental and organizational objectives.
•Ensure that goals are specific, relevant, time-bound, and mutually agreed upon by
employees and their managers.
2. Ongoing Feedback:
•Foster a culture of continuous feedback and communication between managers
and employees throughout the performance cycle.
•Encourage regular check-ins, one-on-one meetings, and informal discussions to
provide constructive feedback, address performance issues, and recognize
achievements in real-time.
3. Performance Reviews:
•Conduct formal performance reviews on a regular basis, typically annually or
semi-annually, to evaluate employee performance against established goals and
expectations.
•Use performance review meetings as an opportunity to discuss strengths, areas for
improvement, career development goals, and performance-related feedback.
4. Performance Evaluation Criteria:
•Define clear performance evaluation criteria, including job-specific competencies,
skills, behaviors, and key performance indicators (KPIs), to assess employee
performance objectively and fairly.
•Ensure that performance evaluation criteria are aligned with MediCare
Pharmaceuticals’ values, culture, and strategic objectives.
5. Performance Ratings:
•Utilize a standardized performance rating scale or system to evaluate employee
performance consistently and fairly across the organization.
•Provide managers with guidelines and training on how to assign performance
ratings based on objective criteria and evidence of performance.
6. Performance Improvement Plans (PIPs):
•Develop performance improvement plans (PIPs) for employees who are not
meeting performance expectations or who require additional support to address
performance issues.
•Collaborate with employees to set specific goals, action steps, and timelines for
improvement, and provide coaching, training, and resources to support their
success.
7. Recognition and Rewards:
•Recognize and reward employees who consistently exceed performance
expectations, demonstrate exceptional performance, and contribute to
organizational success.
•Offer a mix of monetary rewards, such as bonuses and merit increases, as well as
non-monetary rewards, such as public recognition, career advancement
opportunities, and meaningful work assignments.
8. Performance Data Analysis:
•Collect and analyze performance data and metrics to identify trends, patterns, and
areas for improvement in the performance management process.
•Use data insights to make informed decisions, implement targeted interventions,
and continuously enhance the effectiveness of the performance management
system.
6. HR understanding and application of company VMOSA
Certainly! Let’s delve into how HR can understand and apply the company’s
VMOSA (Vision, Mission, Objectives, Strategies, and Action Plans) framework:
1. Vision:
•HR professionals need to thoroughly understand the company’s vision, which
outlines its long-term aspirations and goals.
•HR can align its initiatives and programs with the company’s vision by fostering a
culture that supports the vision’s principles and values.
•For example, HR can promote employee engagement initiatives that emphasize
innovation and excellence, in line with a vision of becoming a market leader in the
industry.
2. Mission:
•HR should understand the company’s mission, which defines its purpose and core
values.
•HR can contribute to fulfilling the mission by aligning HR policies, practices, and
programs with the organization’s values.
•For instance, HR can develop recruitment strategies that prioritize candidates who
embody the company’s mission and cultural values.
3. Objectives:
•HR needs to be aware of the company’s specific objectives, which are measurable
goals that support the mission and vision.
•HR can contribute to achieving these objectives by developing HR strategies and
initiatives that directly support the attainment of organizational goals.
•For example, if one of the company’s objectives is to improve employee retention
by 20%, HR can implement retention programs and initiatives to support this goal.
4. Strategies:
•HR professionals should understand the strategies outlined by the company to
achieve its objectives.
•HR can align its activities with these strategies by developing HR policies and
practices that support the overall business strategy.
•For instance, if the company’s strategy is to expand into new markets, HR can
focus on talent acquisition and development strategies to support the company’s
growth objectives in those markets.
5. Action Plans:
•HR needs to translate the company’s strategies into actionable plans and
initiatives.
•HR can develop specific action plans that outline steps, timelines, and
responsibilities for implementing HR programs and initiatives.
1.Launch targeted recruitment campaigns for critical roles in healthcare, research,
and administration.
2.Design and implement comprehensive training programs for new hires and
ongoing professional development.
3.Conduct diversity and inclusion training sessions to promote awareness and
understanding.
4.Establish performance evaluation metrics aligned with company goals and
values.
5.Review HR policies and procedures regularly to ensure compliance with industry
regulations and best practices.

7. Ethics and fair treatment of HR people

Ethics and fair treatment are essential principles in all aspects of human resources
management, including how HR professionals are treated within an organization.
Here’s how ethics and fair treatment apply to HR people:
1.air Employment Practices: HR professionals should ensure that fair and unbiased
practices are followed in all aspects of employment, including recruitment,
selection, promotion, compensation, and termination. They should advocate for
equal opportunities for all employees regardless of factors such as race, gender,
age, religion, disability, or sexual orientation.
2.Confidentiality: HR professionals often deal with sensitive employee
information, including personal and employment-related data. It is essential for HR
personnel to maintain strict confidentiality and handle this information with
integrity and discretion.
3.Conflict of Interest: HR professionals should avoid conflicts of interest that could
compromise their ability to act in the best interests of the organization and its
employees. This includes refraining from engaging in activities that may benefit
them personally at the expense of the organization or its employees.
4.Ethical Decision Making: HR professionals frequently encounter complex ethical
dilemmas, such as balancing the needs of employees with the interests of the
organization or navigating legal and ethical considerations in disciplinary actions.
It is crucial for HR practitioners to approach these situations with integrity,
transparency, and a commitment to ethical decision-making processes.
5.Respect and Dignity: HR professionals should treat all employees with respect,
dignity, and professionalism, fostering a positive and inclusive work environment.
They should listen to employee concerns, address grievances promptly and fairly,
and ensure that all employees feel valued and supported.
6.Professional Development: Organizations should invest in the professional
development of HR professionals, providing training, resources, and opportunities
for growth to enhance their knowledge, skills, and ethical competence. This
includes staying up-to-date with evolving laws, regulations, and best practices in
HR management.
7.Whistleblower Protection: HR professionals should have mechanisms in place to
report unethical behavior or violations of company policies without fear of
retaliation. This includes ensuring that whistleblowers are protected from adverse
consequences and that their concerns are addressed promptly and impartially.
8.Compliance: HR professionals are responsible for ensuring compliance with
laws, regulations, and ethical standards related to employment practices, workplace
health and safety, and employee rights. They should stay informed about relevant
legislation and uphold the highest standards of legal and ethical conduct in all HR
activities.
8. Implementation of HR BSC and Audit Criteria
Implementing a Human Resources Balanced Scorecard (BSC) and Audit Criteria
involves several steps to ensure alignment with organizational goals, effective
measurement of HR performance, and continuous improvement. Here’s how it can
be done:
1. Define HR Objectives:
•Identify key HR objectives that align with the organization’s strategic goals.
These objectives may include talent acquisition, employee engagement, training
and development, performance management, and HR compliance.
2. Develop Key Performance Indicators (KPIs):
•Determine specific KPIs for each HR objective to measure performance
effectively. KPIs should be SMART (Specific, Measurable, Achievable, Relevant,
Time-bound) and aligned with organizational priorities.
•For example, KPIs for talent acquisition may include time-to-fill vacancies,
quality of hire, and employee retention rates.
3. Design Balanced Scorecard Metrics:
•Structure the HR BSC framework to incorporate a balanced set of leading and
lagging indicators across various HR functions.
•The BSC typically includes four perspectives: Financial, Customer (employee),
Internal Processes, and Learning & Growth (Employee Development).
•For instance, under the Customer perspective, metrics may include employee
satisfaction, engagement scores, and turnover rates.
4. Establish Baselines and Targets:
•Determine baseline values for each KPI to establish a starting point for
measurement.
•Set challenging yet realistic targets for improvement based on organizational
goals and industry benchmarks.
5. Implement Data Collection and Reporting Mechanisms:
•Establish processes for collecting and analyzing HR data regularly. This may
involve leveraging HRIS (Human Resources Information Systems), surveys,
performance evaluations, and other sources of data.
•Develop dashboards or scorecards to visualize HR performance metrics for easy
monitoring and communication.
6. Conduct Regular Audits:
•Implement HR audit criteria to assess compliance, effectiveness, and efficiency of
HR processes and practices.
•Define audit criteria based on legal requirements, industry standards, and best
practices in HR management.
•Conduct periodic audits to evaluate HR functions, identify areas for improvement,
and ensure alignment with organizational objectives.
7. Analyze Results and Take Action:
•Analyze performance data and audit findings to identify trends, strengths,
weaknesses, and areas for improvement.
•Take proactive measures to address any deficiencies or gaps identified through the
HR BSC and audit process.
•Continuously monitor progress towards achieving HR objectives and adjust
strategies as needed to drive performance improvement.
8. Foster Continuous Improvement:
•Encourage a culture of continuous improvement within the HR function by
soliciting feedback from stakeholders, benchmarking against industry peers, and
staying abreast of emerging trends and best practices.
•Use insights from performance metrics and audits to refine HR strategies, policies,
and processes over time.
9. Recommendation Action Plan:
1.Market Analysis and Research (Month 1-3):
•Conduct comprehensive market research to identify current market trends,
customer preferences, and unmet medical needs.
•Analyze competitor products, pricing strategies, and market positioning to identify
opportunities for differentiation.
2.Product Innovation and Development (Month 4-12):
•Establish a cross-functional product development team comprising R&D,
marketing, and regulatory professionals.
•Prioritize research and development efforts to create innovative pharmaceutical
products targeting high-demand therapeutic areas.
•Collaborate with key opinion leaders, medical experts, and research institutions to
explore novel drug formulations and treatment modalities.
•Ensure compliance with regulatory requirements and quality standards throughout
the product development process.
3.Clinical Trials and Testing (Month 13-18):
•Design and conduct clinical trials to evaluate the safety, efficacy, and tolerability
of new drug candidates.
•Recruit patients and healthcare providers to participate in clinical studies, ensuring
diverse representation across demographics and disease states.
•Collect and analyze trial data rigorously to assess the potential of new products
and refine formulations as needed.
4.Regulatory Approval and Market Launch (Month 19-24):
•Prepare and submit regulatory applications for product approval to relevant health
authorities.
•Collaborate with regulatory agencies to expedite review processes and obtain
market authorization for new drug products.
•Develop marketing and promotional materials to support the launch of new
products, including educational materials for healthcare professionals and patient
outreach campaigns.
•Coordinate distribution and logistics for product launch, ensuring availability and
accessibility across target markets.
5.Market Expansion and Sales Growth (Ongoing):
•Identify new market opportunities and distribution channels to expand MediCare
Pharmaceuticals’ presence globally.
•Forge strategic partnerships and collaborations with healthcare providers,
distributors, and industry stakeholders to penetrate new markets and increase
market share.
•Develop pricing strategies and reimbursement models to ensure affordability and
accessibility of MediCare Pharmaceuticals’ products for patients and healthcare
systems.
•Implement sales and marketing initiatives to drive product uptake and adoption,
including promotional campaigns, key account management, and physician
education programs.
6.Performance Monitoring and Evaluation (Ongoing):
•Establish key performance indicators (KPIs) to track progress towards the
objective of increasing market share.
•Monitor sales data, market share trends, and customer feedback to assess the
effectiveness of product launch strategies and market expansion efforts.
•Conduct regular reviews and evaluations to identify areas for improvement and
adjust strategies as needed to optimize outcomes.
7.Employee Training and Development (Ongoing):
•Provide training and development opportunities for employees involved in
product development, marketing, sales, and regulatory affairs.
•Foster a culture of innovation, collaboration, and continuous learning to empower
employees to contribute to the company’s growth and success.
•Ensure that employees are equipped with the necessary knowledge, skills, and
resources to execute the action plan effectively and achieve strategic objectives.