Envision Pharmaceutical Company

Introduction:
Egypt is witnessing nowadays great experience, whether in politics or
business reforming. The changes that took place in politics will have a great
impact on the economic growth which, in turn, will have a considerable effect
on business development. Acknowledging that the country still has a long way
to go in the process of political and economical reforms, these efforts can only
succeed with the presence of a well-qualified generation eager to participate
and renovate. A tough competition will take place with all the new markets that
will emerge, existent local and foreign investments that will develop, the thing
that will stimulate business development in Egypt, where only the talented and
skillful will be a winner. We believe that every youngster has the opportunity to
reshape Egypts future and we would be proud to be amongst these
earthmovers.
Our HR Consultancy Firm experienced a very successful year in 2007 with
phenomenal growth and substantial achievements. Our alert leaders are
committed in growing our organization, enabling Our HR Consultancy Firm to
develop at a rate faster than the industry average and exceed our customers'
expectations.
As the economy continues to improve, the demand for qualified mid-to-upper
level talent increases. The tapering pool of qualified candidates is a concern
for many companies as demand outgrows supply. At Our HR Consultancy
Firm, we are committed to find skilled candidates for our clients. As Human
Capital is the most precious asset in a company.
We are well-positioned to continue building our brand throughout Egypt and
the Middle East, while maintaining successful relationships with our
customers. We are optimistic about the growth of our business and the human
capital market

OUR MISSION
To contribute in reshaping Egypts future by helping organizations work better,
with advice and services in all areas of work. Our main consideration is to be
the 'Human Resources Resource' allowing our partners to focus on their
.strategic initiatives
OUR VISION
To lead in creation and providing of HR services, that allow our clients to win
in the challenging changing world of work, pioneering the future of the Human
Resources Industry and to become the leading Human Resources consulting
firm in the Middle East and North Africa (MENA) region.
OUR STRATEGY
Making sure that your employees have the data and skills they need to safely
and effectively do their jobs is an ongoing process that takes commitment,
careful planning, and access to in-depth learning opportunities.
As an organization we always encourage new ideas and methods as we
believe this is a vital element in our success.
In the end we, at Our HR Consultancy Firm, understand that the better our
industry's workforce is prepared for the challenges that lie ahead, the brighter
the future looks for the rest of us.

Scientific Office Organization Charts

CEO

& Sales Director

Marketing Director

Marketing Manager

Tender Manager

Tender 2
Associates

Product 4
Managers

Cairo
Sales Manager

Delta 1
Sales Manager

Delta 2
Sales Manager

Alex
Sales Manager

Upper Egypt Sales

Manager

Field Force 6
Supervisors

Field Force 3
Supervisors

Field Force 3
Supervisors

Field Force 3
Supervisors

Field Force 2
Supervisors

Med reps 30

Med reps 15

Med reps 15

Med reps 15

Med reps 10

CEO Job description

CEO is number one position
1. Planning
Generates annual operating plans that support strategic direction set by the
board and associate with yearly operating budgets; present annual plans to
the board for agreement .Joins forces with the board to define and articulate
the organizations vision and to .Develop strategies to achieve the Company
vision. Builds up and screens strategies for ensuring short & long-term
financial viability of the organization .Wok on future leadership within the
organization
2. Management
Encourages a culture that reflects the organizations values, promotes
good .Performance, and rewards productivity .Hires, manages, and fires the
human resources of the organization according to authorized personnel
policies and procedures that fully conform to current laws and regulations
.Manages the operations of organization and directs its compliance with legal
and regulatory requirements .Generates and maintains procedures for
implementing plans approved by the board of directors. Guarantees that staff
and board have sufficient and up-to-date information. Assesses the
organizations and the staffs performance on a regular basis
3. Financial management
Manages staff in developing annual budgets that support operating plans and
submits budgets for board approval .Watchfully manages the organization's
resources within budget guidelines according to current laws and regulations.
Ensures that staff practices all appropriate accounting procedures. Provides
timely, thorough, and accurate information to keep the board. Keep the board
informed with the organizations financial position
4. HR management
Recruitment and contracting process & strategies review. Employee
development, and training; System development and documentation;
Employee relations. Performance organization and improvement structures.
Employment and compliance to regulatory concerns and reporting systems.
5. Marketing and PR:
Manage promotional opportunities in other media program, press and at
medical magazines. Organize the availability of company members for
media/PR events as necessary. Oversees content, production and distribution
of all marketing and promotional materials (posters, detailers, flyers, mail outs,
brochures etc) with marketing and sales director, designers and product
manager.

Direct Reports to CEO in scientific office

Sales & Marketing Director Job description:
Designing the sales force through setting objectives, strategy & structure.
Sales and Marketing Management process which includes analyzing,
planning, implementation and follow up Selecting and Tanning the Field force
and develop their sales ability. Evaluation & Control of sales performance &
profitability analysis. Directing & Managing the marketing effort. Leading the
team with problem solving Techniques and productivity per head. Supervising
Event Management for conferences, satellites, group meetings & roundtable
discussions. Project management for new Exportation departments dealing
with registration, exportation to Arab, African & CIS Countries .Preparing for
New Launches & projects Sharing in business development projects.
Middle Management
:Field Force Supervisor Competency Framework
Job Competencies
Team work orientation; the ability to work helpfully and flexibly with other
Members of the team with a full accepting of the Role to be played as a team
member
Effective Communication The ability to communicate obviously and
convincingly, in oral & written Terms.
People management the capability to direct and develop people and gain their
respect, trust and collaboration to achieve results & objectives
Decision making the capability to make a positive input and realistic decisions
to handle effectively any issues thorough good analysis and right diagnosis.
Problem solving the capacity to investigate situations, diagnose problems,
recognize the main issues, set up and evaluate alternative
Practices of action to provide a logic and satisfactory solution.
Leadership The capacity not only to manage but to lead & inspire personnel to
give their best to
accomplish a needed result and also to continue effective relationships with
personnel and other team members.
Developing others the aspiration and capability to boost the development of
members of his or her team, providing information, feedback, support, backup and coaching.
Major Responsibilities
Field Force Supervisor has the basic responsibility of developing sales
representatives, managing and executing the company's marketing objectives
and maintaining Company standers. These activities are accomplished
through an active program of individual field visits training conference and
sessions, written communications and administrative control
Major Objectives

Field Force Supervisor guides human physical resources in the attainment of

Company objectives and maintains a high degree of morale and sense of
accomplishment in the process. His primary responsibility is to surpass the
sales target in each territory comprising his area through efficient planning,
management action and auditing, for himself and the representatives
.reporting to him
PLANNING functions of the Field Force Supervisor
Plans the overall activities of representatives under his supervision. Plans for
manpower expansion. Recruits or assists in the selection of representatives
and is responsible for orienting them to the job. Plans standards of work
performance and conduct .in particular, sets sales goals and work-load
objectives for each representative reporting to him. Assigns specific short-tem
and long-term sales objectives in order to surpass target. In association with
the representative, develops a territory work plan that assures frequent
contacts of high potential customer's .Plans for the general development and
promotability of representatives reporting to him. Plans and conducts regular
sales meetings; in particular, pre-cycle meetings that assure careful
delineation of plans and practice sessions, as to the efficient utilization of such
meetings. Assists in budget setting , emphasizing sales objectives and
expenditure Plans for productive utilization of his own team & time Reports to
and consults with the Field Force Supervisor on any unusual situations in
important matters affecting sales , sales staff, public, customer or company
relations or interests or matter affecting the progress of the company.
MANAGEMENT ACTION FUNCTIONS OF FEILD FORCE SUPERVISOR
Trains representatives in product knowledge, knowledge of competition, sales
techniques, administrative duties and Company policies. Achieves this
through on job training as well as classroom sessions. Directs the activities of
the representatives through the frequent field visits , sales meetings and
written communications. Motivates and develops representatives through
frequent field visits , sales meetings and written communications.
Recommends promotions, dismissals , transfers and sanctions of leave to the
Field Force Supervisor Submits report to the Sales Manger on his daily
activities ,promotional programs, competitive development and overall
performance of his area .Assures that those responsible to him are carrying
out their administrative duties. Supports and directs the application of
Company policies, rules and regulations, handles misunderstandings promptly
and fairly within the scope of his authority and practices of the company.
Insures safe custody and good maintenance of company Property. Plans and
Executes, in Collaboration with the Sales supervisor, group meetings
programs for territories comprising his district To maintain and build a friendly
and cooperative spirit among all classes of customers and professional
people , building up the reputation of the individual representatives and by his
own efforts ,in cultivating leading accounts , key professional men and
organizations To demonstrate by his own performance and encourage in his

associates those business and personal habits which are in keeping with the
traditions , the integrity and the policies of the Company
AUDITING / EVALUATIOG FUNCTIONS OF THE OF FEILD FORCE
SUPERVISOR

Maintains a record of system to provide a quick analysis of

performance of his district and each rep reporting to him. Consistently
reviews the performance records of the area and each individual
reporting to him Determines where performance deviates from
established goals and investigates the causes of the lack of progress.
Takes remedial action. Prepares written evaluations of individual field
visits Conducts frequent evaluation sessions with each rep under his
supervision. These are bases on minimum of four field visits Concern
with whom he reports to you conducts an quarter /annual management
potential assessments for all representatives. Assures that all action
requests by higher management of himself are carried out efficiently
and on time Insures that all rep follow the promotional and detailing
strategies throughout the cycle.

Senior Management
Tender Manager Competency Framework:
Job Competencies
Decision making the capability to make a positive input and realistic decisions to
handle effectively any issues thorough good analysis and right diagnosis.
Problem solving the capacity to investigate situations, diagnose problems,
recognize the main issues, set up and evaluate alternative
practices of action to provide a logic and satisfactory solution.
Interpersonal skills the skill to create and maintain open and positive
relationships with others, to respond cooperatively to their needs, requirements &
business objectives.
Creativity The ability to create new practices, concepts and ideas specially with new
accounts.
Information Management The ability to initiate and use multiple Data effectively
Quality focus the focus to convey quality and continuous improvement
To internal & external customers and to be responsive to their needs.
Strategic orientation the ability to provide short term & long-term imaginative view of
the direction to pursue in the future
Persuasion The ability to induce others to agree on or to take a
Positive action towards the business in internal & external deals.
Business awareness the capability in continues base to recognize and explore
business
opportunities, realize the business needs and priorities in the .
Planning and organizing the capacity to make a decision on routes of action,
guarantees that
the assets required to apply in good scheduling with time frame, result oriented
actions.
Customer focus the practice of constant care in looking after the
interests of external and internal customers to make sure that
their needs and expectations are met or exceeded.
Results orientation the aspiration to get things done well and the skill to set

Meet, exceed challenging goals, and seeking ways of improving Performance.

Major Responsibilities
Exploring and Developing a New customer List for maintaining and providing
a new Institutional & tenders opportunities ( AM & PM )'Assisting in the
Responsible for the commercial & technical matters related to Institution and
Tender Business. (Follow up, preparation, participation, filing, monitoring, etc.)
Work Closely and executing directions of The Direct management
Team Spirit Communication at all levels
Major Objectives
As a Major member of the scientific office team you will assist in achieving
Company Vision through our Ethical profitable strategy and to educate
customers on the features and benefits of our product profile reaching our
marketing & sales targets
Tender Manager Job Functions
Updated commercial and legal knowledge. Acquiring the Experience of
commercial activities from commencement to Completion of a project.
Developing Analytical Ability. Maintaining Team working. Developing
Relationship Management Developing Customer orientation.
Developing Strong Communication /Presentation skills. Attending
Regular Meeting inside & outside preparing participation in tender
process. lead the tender project planning and execution. Prepare and
deliver tender discussions and recommendations. Directing Tender
team to acquire new accounts & retains current Customers Actively
propose and develop innovative ideas to strengthen an already market
leading offer. Supervising the accuracy & profitability of technical &
financial offers Help in building up the reputation of the individuals and
the group through your own efforts, in cultivating leading accounts, key
professional men and organizations.

Appraisal format

OBJECTIVES

RATINGS

Developing sales representitives

Managing and executing the companys marketing objectives
Surpass the sales target in each territory
Planning, management action and auditing, for himself and
.the representatives reporting to him

7/10
8/10
7/10
6/10

:Middle management appraisal format

The objectives for the middle management weigh 60%

Competencies
Team work orientation
Effective Communication
People management
Decision making
Problem solving
Leadership
Developing others

Ratings
6/10
7/10
8/10
8/10
6/10
8/10
6/10

The competencies for middle management weigh 40%

The scale is out 110 so the middle management scored 70% from the 110

Objectives are more important than competencies for the middle

management level so they weigh more. Middle management must
know exactly their objectives to provide the right guidelines to the
lower level managements. So in the case of our company the middle
management scored 70% from the scale stated in the company. So in
our scale managers who score less than 40% are inefficient and their
performance is law. Managers who score less than 70% but more than
40% are performing fairly but they have the chance to perform better.
Higher than 70% are efficient and they are performing effectively and
achieving all their objectives. So our company scored 70% which
means that the top management are performing their objectives
effectively.

:Top management appraisal form

Objectives

Rating

Exploring and Developing a New customer List for

maintaining and providing a new Institutional & tenders
opportunities
Assisting in the Responsible for the commercial & '
technical matters related to Institution and Tender
Business
Work Closely and executing directions of The Direct
management
Team Spirit Communication at all levels

7/10
8/10
6/10

Objectives for the top management weigh 40%

Competencies

Rating

Decision making

7/10

Problem solving

6/10

Interpersonal skills

5/10

Creativity

7/10

Information Management

8/10

Quality focus

7/10

Strategic orientation

8/10

Persuasion

6/10

Business awareness

7/10

Planning and organizing

8/10

Customer focus

7/10

Competencies for top management weigh 60%

Top managers scale is out of 140 and they scored 64%
Competencies are more important for top managers so they weigh
more than objectives. Top manager must have the right skills in order
to reach the goals of the company. The scale represents that less than
40% means that managers are not performing their tasks effectively. If
Managers score more than 40% and less than 70% thats means their
performance is fair which means they have to work more effectively
and enhance their skills. If managers scored more than 70% this means
that their performance is outstanding. In the case of our company
means to enhance their skill and work more effectively.

Development Plan for the CEO Direct Report

Develop Job Description
1. Purpose
The purpose of developing the job description proposal is for Envision to know
the methodology that will be undertaken by HR Consultancy to develop the
plan of actions in this phase and the methodology that will be followed when
time comes to start up the implementation plan.
2. Position Analysis
a.

Steps for Conducting the Job Analysis Process:

Job Analysis is a process to identify and determine in detail the particular job
duties and requirements and the relative importance of these duties for a
specified job. Job Analysis is a process where findings are made about data
collected on a specified job.
Purpose of Job Analysis
The Purpose of Job Analysis is to:

Establish and Document

To establish documentation about the job nature & the link of employment
preparations and procedures for the job such as selection, training, pay role,
compensation, and competencies performance appraisal.
Determining Training Needs
Job Analysis can be used to recognize or develop:
Examine the Training Content. Evaluation quizzes to measure
effectiveness of training Tools to be used in delivering the training
Techniques of training
Compensation
Job study can be used to identify or establish:
Skill stages .Compensable Job Factors .Work Environment (e.g., risks;
awareness; physical effort) .Responsibilities (e.g., Management;
supervisory) .Required Level of Education (indirectly related to salary
level)
Selection Procedures
Job Analysis can be used in selection measures to recognize or build up:
Job Duties that should be integrated in advertisements of vacancies job
positions; Proper salary level for the position to assist conclude what
salary should be offered to a applicant; Lowest Requirements (education
and/or experience) for selection applicants;Interview Techniques &
Questions; Elective Tests / Tools (e.g., written tests; oral tests; job
simulations);Applicant Appraisal, Assessments & Evaluations
Forms.Company & job Orientation tools for applicants/new hires
Performance Review
Job Analysis can be used in performance review to recognize or build up:
Job Goals and Objectives Performance values Assessment Criteria.
Duration of Probation Periods Duties & skills to be Evaluated
What Aspects of a Job are analyzed?
Job Analysis should gather Data on the following areas:
Duties and Responsibilities The essential unit of a job is the
performance of precise tasks and duties. Data to be collected about
these items may include: incidence, length, effort, skill, complication,

tools, principles, etc. Environment This may have an important impact

on the physical necessities to be able to perform a job. The work
environment may include risky conditions such as occupational
extremes. There may also be definite hazards substances. Gear and
tools Several duties and tasks are performed using definite tools.
Equipment may include defensive garments. These items need to be
particular in a Job Analysis. Relationships administration in and out.
Relationships with inside and outside people. Requirements The
information, skills, and capabilities required doing the job. Although a
current may have superior than those required for the job, a Job
Analysis usually only shapes the minimum requirements to perform the
job.

Methods of Job Analysis

Numerous methods can be used individually or together, Such as; According
to the majority of effective method that reflects the necessities. Current
interviews Manager interviews Specialist panels Planned surveys
3. Developing of Job Descriptions
Principles
The keystone to any employment decision starts with job analysis. Job
analysis is the most fundamental activity in human resource management.
Correct information on all jobs is essential to professionally direct and/or
control the operations of any business.
Job descriptions are the most detectable and important yield from job
analysis. Complete job descriptions came out from job analysis are used in
most HR functions such as; selection, recruitment, training, competency
performance appraisal, rewards and compensation. There are several formats
used in practicing job descriptions creation.
Method of Development
1- Job Analysis ( as discussed )
2- Current Role
The job current situation has a vital role in this procedure.
At the beginning fully explain the job current situation concept of the job to
the analyst; Concentrate on the facts, do not overestimate or
underestimate duties knowledge, skills, abilities, and other individuality;
Avoid the involving in side issues. The analyst has to be concerned only
with job itself. There are some issues has no relation to this activity such
as Job performance, compensation, complaints, relationships with co-

workers the input in The job current situation is critical; though,

establishing the limitations of the job is a organization decision
3- Projected Benefits
HR Consultancy commits to provide an objective Job Description
development process. Also offering effective formulation of different HR
procedures such as: Establishing Compensations and Salaries ranking
Competency Performance Appraisals. Job Position Development. External &
internal Training requirements. Periodical Performance Management.
Selection, Recruitment and Hiring

Technical Proposal
Introduction:
The development of any large Modern Corporation, such as ENVISION
Industrial Drug Agency for Pharmaceutical Industry Group, has raised
questions about the objectives these companies set for themselves. In the
current markets and hierarchies, HR Consultancy discusses different models
of organizational structures, analyses the claim that specific organizational
structures lead to superior profitability. This might lead to the conclusion of
having a relatively capable structure to support and yield the highest profits
but with no direct evidence until it is fully tried and experimented in the field
itself. This prototype structure can be made to support the view that internal
structure and profitability are linked in a manner described by the model.
Methodology:
Corporate Structuring
Corporate Structuring includes hierarchical structuring, management structure
and Executives building
Objectives
The organization requires at current stage an executive structure that will:
Support executive responsibilities with strategic and operational objectives.
Guarantee that the organization goals are met .Keep up high productivity
levels and employee satisfaction in the organization Maintain each executive's
sense of awareness of their role in the success of the organization Maintain a
good sense of leadership within the organization Ensuring that corporate
structures are adapting to changing conditions Maintaining the most efficient
and effective processes and structures possible Maintaining a most effective
way of organizing the organization people and related processes Identifying
any problems in the company's organizational structure that are hampering
the organization prolonged success

Technique used
Help the organization develop Corporate Executive Structures. Classify the
key criteria for executive structuring Check up existing executive structures for
strengths and weaknesses Line up structure with strategic and succession
requirements Explain global versus regional structures Assess what changes
need to be made for a better-suited structure If no structure exists, determine
what type of organization would work best based on the needs of the
organization .Characterize each executive role within the executive structure.
Help the organization clarify roles of executives and management within
existing structures Examine the needs, resources and goals of the executive
group define a given role within the company, given the priorities and
resources available. Develop a detailed plan of action to satisfy executive
roles. Coach executives in areas requiring role clarification Help the
organization review organizational structure and management practices
.Determine the organization goals, visions, and objectives .Assess what
needs to be done in order to fulfill these objectives .Examine existing
organizational structures (if any) and assessing how well they meet the needs
of the organization. Help the organization develop organizational structures
.Develop options on how to restructure the organization in order to make best
use of available resources and meet goals, for example development of
departments, shared services units, subs Envision arise and agencies,
centralized/decentralized organizations, etc. Assess the appropriateness of
each option against identified criteria finding the organizational structure
that works best for the organization. Implement and put in place new
structures or changes to existing structures Having executives aware of the
areas in which they require support or development. Minimizing redundancy in
organizational structures, practices and positions Improving communication
channels within the organization Help the organization conduct benchmark
studies Conduct objective benchmark studies on similar organizations' human
resources strategies and practices .Measure the organization practices
against these benchmarks. Help the organization measure employee
performance .Use benchmarked measures of employee performance
HR Consultant Role:
Initial Assessment for the current situation. Building up different corporate
executive structures. Choosing the most fit prototype structure according
to needs and requirement. Clarifying and Developing the management
roles and responsibilities. Prototyping a structure that can be applied on all
companies. Implementing the prototype with measurement along the way
of its efficiency along the trial period. Job Analysis for all various positions
in the organization; and develop job descriptions. Performance Appraisal
and Improvement Plans; including KPIs Training Needs Assessment;
where we highlight all the gaps at Envision & suggested Training Plan.
Recruitment Process Planning for the whole three organizations. Staff
Development and Succession Planning; for the suggested and agreed
upon successors. Development of Salary Scheme and Competitive
Remuneration System. Development of all HR Policies and Procedures;
including all HR necessary forms and templates. Delivering the Final

Report and Handover to the HR staff introducing them the new system and
training them on how to implement it Monitoring the HR staff periodically to
ensure that the new system is well implemented
Time Plan:
All technical steps can be applied on Direct report to CEO of Company
ENVISION group on a time plan of Four months that can be extended if
necessary and only if agreed upon with all related parties. The working days
will be 90 working days = 180 Mandays