Over recent years, the pharmaceutical industry has largely flourished. However, since the labor market has also tightened dramatically, human resources (HR) departments have seen their workloads and responsibilities change.
Not only is HR responsible for recruitment, but it is also involved in overcoming a variety of personnel-related challenges. This includes everything from ensuring compliance to assisting with retention goals, all while the priorities of the workforce change based on the needs and preferences of the younger generations.
Here is a look at some of the new roles HR departments have to handle in the pharmaceutical industry today.
Job Description Standardization
In the current labor market, recruitment is challenging. There aren’t enough skilled professionals to go around, so HR needs to take active steps that can streamline recruitment and make job ads more effective.
Often, the easiest way to begin is to standardize job descriptions. By creating a set framework and applying it to every role in every department, HR can ensure that critical aspects of the positions are addressed thoroughly. As a result, vacancy announcements can be crafted quickly and accurately, increasing the speed of the hiring process.
Additionally, job description standardization decreases the complexity of managing the entire workforce. All of the information is captured, recorded, and presented in the same manner, creating consistency throughout the organization.
Establish and Monitor Dispute Processes
Internal disputes occur in every sector, including the pharmaceutical industry. In order to make sure that all reporting and investigation processes are comprehensive and fair, HR needs to develop standard approaches that can be monitored over time.
When a formal procedure is in place, all involved parties know precisely what is expected during the process as well as how issues are examined and resolved. This makes dispute management less ambiguous, ensuring nothing is overlooked or handled inappropriately.
Promote Disciplinary Equality
When it comes to disciplinary action, HR needs to collaborate with the compliance and legal departments to create formal policies for corrective measures based on the various issues. By working together, all departments can make sure that the assigned measures are appropriate and can be applied impartially. With a strict framework in place, this ensures that all employees, managers, and leaders are held to the same standard and subjected to the same disciplinary actions when an incident occurs.
If a company is lacking disciplinary equality, consequences are common. Not only are retention rates harmed, but employees may have ground for legal action against the company, something that can be costly both financially and to the organization’s reputation.
In contrast, when disciplinary equality is part of the paradigm, this can promote feelings of trust and fairness. Everyone in the organization knows what to expect when an incident occurs and can feel confident that the company will take appropriate action when problems arise that require corrective action.
Ultimately, HR’s role in the pharmaceutical industry is expanding, requiring new mindsets and the willingness to take on additional areas of responsibility. If you need a skilled HR professional to assist with these tasks, the team at Bayside Solutions can help. Contact us to learn more about our recruitment services and see how our expertise can benefit you.