TFPharmaceutica hrm workforce mgt by TBFUOq

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									Pharmaceutical industry audit program - Human resources management - Workforce management

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Application of workforce management:

Workforce management is applicable to production plant - both technical and non-technical staff / workers.



Definition:

i)     Performance-driven organisations leverage their workforces to realise a higher return on investment,
       increased productivity, decreased operational costs and improved customer and employee retention.

ii)    By employing key workforce management practices, companies are able to reach a higher level of
       employee performance that leads to increased profitability.

iii)   An ideal workforce management process for manufacturers consists of forecasting tools, effective
       scheduling, the utilisation of time and labour data, and analytics tools for concise reporting.

iv)    Workforce management provides a framework for the automation of employee-centric processes, the
       standardisation of productivity measurement and improvement, and the overall optimisation of factory
       labour.


Objectives:

i)     to ensure workforce management is effective and efficient.

ii)    to review utilisation of technology tools for workforce management.




28960f18-360b-4596-9950-500946c60119.xls - Workforce mgt 9/13/2012 4:42 PM                                                                                              Page 1
Pharmaceutical industry audit program - Human resources management - Workforce management

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Audit Procedures:

1.     Review of workforce management

i)     Discuss with management whether the company has adopted the following workforce management
       practices:
       - implement focused human resources technology
       - open up communications between management and employees
       - create a total rewards and accountability orientation
       - attain excellence in recruitment and retention

ii)    Check whether the company has:
       - automated business processes for maximum efficiency
       - engaged employees via communication
       - empowered managers to optimise the workforce

iii)   For automation of employee-centric transactions and business processes, check whether hiring process,
       benefits open enrollment and payroll processing are included.

iv)    For engage employees via communication, check whether the company has utilised real-time employee
       self-service technology.

v)     Discuss with management whether managers are empowered to optimise the workforce by having the
       power to hire the best people, train them properly, track them carefully, and compensate them
       appropriately.

vi)    Discuss with management whether the company has periodically review whether the company is
       adopting smart-sizing (i.e. with the ability to have the right staffing at the right time and make the best
       use of the company's workforce).

vii)   Check whether the company has adopted an integrated application suite with: time and attendance, task
       management, analytics, forecasting, budgeting and labour scheduling tools.

viii) Enquire whether managers have utilised workforce management metrics to measure and report factory
      workforce performance.

ix)    Discuss with managers whether they have utilised long-term forecasting tools for budgeting and labour
       allocation.



28960f18-360b-4596-9950-500946c60119.xls - Workforce mgt 9/13/2012 4:42 PM                                                                                                     Page 2
Pharmaceutical industry audit program - Human resources management - Workforce management

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x)     Discuss with management whether the company has adopted the following workforce management
       strategies:
        - implement optimised staffing plan by balancing operational tasks, production requirement, and
       manufacturing procedures for actual labour scheduling.
        - apply a checks and balances strategy for containing payroll expenditure (i.e. monitoring and trimming
       down labour hours without effecting production levels).

xi)    Check whether the company has created a talent development and workforce performance culture.

xii)   Discuss with management whether the company has adopted the following strategic approaches for
       workforce management:
        - labour / workforce structure for factory is based on factory execution management principles.
       Enterprises assess labour drivers or levers that are ascertained on production time, labour laws,
       workflow, or daily functional tasks.
        - guidelines for workforce process are used for planning and forecasting labour hours based on
       production plan.
        - workforce process visibility through workforce management metrics that are measured and reported
       for operations performance management (to combat process, financial, quality, and production
       challenges due to workforce management practices in a specific production line).




28960f18-360b-4596-9950-500946c60119.xls - Workforce mgt 9/13/2012 4:42 PM                                                                                                  Page 3
Pharmaceutical industry audit program - Human resources management - Workforce management

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2.     Technology tools

i)     Check whether the company has automate and streamline the recruiting process and manage programs to
       retain high performing employees.

ii)    Check with management whether workflow technology and employee self-service have:
       - enhanced communication between management and employees in establishing work schedules, time-
       off requests, benefits information and training opportunities.

iii)   Discuss with management whether workforce technology has assisted the organisation in monitoring
       employee accountability and excellence when implementing a rewards program.

iv)    For utilise of workforce management technology, check whether:
        - managers can communicate team or business unit goals easily with employees and involve them in
       their own training and development.
        - the company can conduct employee surveys, manage employee development, and implement rewards
       program, including incentives and benefits.

v)     Check with manager whether self-service technology has allowed:
       - managers to conduct performance reviews, plan and review staff salaries, initiate job requisitions for
       open positions and create development plans.

vi)    Discuss with management for deploy technology for workforce management, whether the company has
       enhanced productivity in:
        - reduce errors and minimised rework associated with entering information into multiple systems saved
       time and money.
        - increase accuracy and availability of data allows for better decision making throughout the
       organisation.
        - remove of bottlenecks, provide faster cycle times, and deliver better service to employees, managers
       and other users.
        - result in headcount savings.

vii)   Check whether the company has generated workforce analytics to allow managers to respond quickly to
       developing situations and make well-informed decisions.




28960f18-360b-4596-9950-500946c60119.xls - Workforce mgt 9/13/2012 4:42 PM                                                                                                  Page 4
Pharmaceutical industry audit program - Human resources management - Workforce management

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viii) Discuss with manager whether automated workforce management processes has delivered increased
      efficiencies and more cost-effective procedures.


3.     Measure effectiveness of workforce management

i)     Discuss with management whether the company has:
        - adopted a detailed workforce strategy for workforce functions that includes scheduling, task
       management, training and factory-level human resources procedures.
        - utilised automation to assist implement of workforce strategy.
        - provided a common dashboard for executing workforce functions and tasks to enable a planned and
       systematic approach towards production.

ii)    Check with management whether measures of effectiveness of workforce management includes:
       - process measures (i.e. schedule effectiveness)
       - financial measures (i.e. operating profit and labour cost to sales), and
       - quality measures (i.e. employee turnover rates)

iii)   Discuss with management whether key performance indicators captured:
       - improved labour cost containment
       - reduced employee turnover rates
       - improved operating profit as percent of sales
       - improved schedule effectiveness

iv)    To ensure continuous monitoring, check with management whether the company has a periodic
       application review plan (e.g. a 6-month review) for existing scheduling, task management and long-term
       forecasting capabilities.




28960f18-360b-4596-9950-500946c60119.xls - Workforce mgt 9/13/2012 4:42 PM                                                                                                Page 5

								
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