German University In Cairo

Project EIPICO
Submitted to: Dr. Tarek El Badawy

Shady Mohamed Nader

Application Number: 31-12416

Table of Contents
History of the company............................................................................................ 2
Introduction to company........................................................................................... 3
Mission Statement.................................................................................................... 3
Vision Statement...................................................................................................... 3
Main Product............................................................................................................. 4
Organizational Chart................................................................................................. 5

Hierarchy of HR Managment................................................................................... 5
HR function..................................................................................................................... 6

Man Powering.................................................................................................. 7

Budgeting.......................................................................................................... 7

Recuritment........................................................................................................ 7

compensaation............................................................................................... 8

Evaluation....................................................................................................... 8

Motivation....................................................................................................... 8

Operational Development...............................................................................9

Trainning Programs......................................................................................... 9

Personnel...................................................................................................... 10

Administration............................................................................................... 10

HR Performance Analysis.................................................................................... 10
Survey Sample..................................................................................................... 10
Comment on survey............................................................................................ 13

History of the Company

EIPICO is the civilized face of EGYPT in the pharmaceutical industries.
EIPICO was established as a private investment company in 1980 and
started production in 1985.
EIPICO typically applies c.G.M.P. Regulations throughout the operational
departments including evaluation of raw materials, calibration of equipment,
control, holding and distribution of finished products.
EIPICO plant has a U-shaped design that minimizes mix-up and/or
contamination by providing a single direction of material flow and is also
surrounded by a green area as a protection from surrounding environment.
Each pharmaceutical process has enough space to be carried out apart to
minimize mix-up and/or cross contamination.
EIPICO is unique by its Sterile Areas (which are the largest in the Middle East
and North African Region) that are environmentally controlled to obtain
filtered air up to 97% - 99.7% particulate-free. The water purification system
in EIPICO was designed to supply the production zones with dematerialized
and distilled water.
EIPICO was the Pioneer Egyptian Company to produce dosage forms like the
spansule capsules (long-acting).
EIPICO also produces the non-traditional dosage forms such as the soft
gelatin capsules, lyophilized products, gels, sprayers and effervescent
tablets. The sound management enables EIPICO to seek the highest quality
of raw material from the least expensive sources.

Introduction to EIPICO
EIPICO produces more than 300 products covering 23 therapeutic groups
including all known pharmaceutical forms either traditional or non-traditional
dosage forms such as the soft gelatin capsules, spansules, lyophilized
products, gels, sprayers and effervescent tablets

Mission Statement
Our goal is that EIPICO will strengthen its already important role in the local
and international market.
Vision Statement
We strive for a standard of quality in our daily life for all of us, on a
professional, as well as personal level, to reflect health
At the same time, our commitment is to remain unchanged; we will be as we
always been: a pleasant place to work and create.

Main Products
EIPICO manufactures drugs and vaccines for major disease areas such as
asthma, cancer, derma, infections, diabetes, digestive and mental health
conditions Like:

Alimentary Tract

Blood Forming Organs

Cardiovascular Drugs

Genito-Urinary System

Dermatologlcals

Systemic Hormones

General Anti-Infectives

Musculoskeltal System Drugs

Actiing Drugs

Antiparasitics

Pulmonics & Antihistaminics

Sensory Organs (Ophthalmologicals)

Ophthalmics

Organization Chart

Hierarchy of Human Resources Management:

HR Management provides best working conditions with suitable growth

opportunities. Employees must maintain rules and regulation of the country.
HR Dep. is dedicated to their employees, and ensures that they have all the
right people with the right skills, in the right places at the right time.
Understanding that their people are the bedrock of all their business
strategies, it is their mandate to enhance their skills with cutting-edge
training and provide them with world-standard facilities
HR employs more than 1,000 staff and with a big number like this in such big
company, Human Resources department plays a very important role. The
department performs the personnel and administrative functions. There are
so many functions of HR in the organization, which will coordinate the
employees in the organization and achieve the organization goal.
HR Functions:

1. Manpower Planning:
HR or manpower planning is the process by which the management
determines how organization should move from its current manpower
position. Though planning a management strives to have a right number the
right kinds of people, at the right place, at right time to do the things which
result both the organization and the individual receiving maximum long
range benefits

2. Budgeting
Calculating the budget of the next year in order to be able to pay staff cost.
And also preparing 3 years plan budget

3. Recruitment

Request for employee sent to the HR by the hiring manager

HR checks for the available headcount and asks for the required skills and
knowledge for the job

Submit the Job description and the hiring request to the recruitment
department

They check their database and they send to agents and they receive
some CVs and they submit the CVs to the hiring manager

Hiring managers and HR start interviewing selected candidates and then

they prepare short list of candidates

we start contacting the first candidate and prepare the LOI to hand it to
him (letter of intent) initial offer

Personnel department
Medical and he submit formal documents and then he signs the contract.

4. Compensation:
Employee Compensation:
All forms of pay or rewards going to employees and arising from their
employment.
Compensations are classified into
A. Direct Financial payments:
Pay in the form of wages, salaries, incentives, commissions, and bonuses.
B. Indirect payments:
Pay in the form of financial benefits such as insurance

Every year we conduct salary surveys to be able to set benchmark

Review salary structure every 2 years
Salaries are according salary structure
Internal equity (grading system grade 8 every ), external equity and peers
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are used to set the salary

Pay for Performance

5. Evaluation
Two sorts of evaluation for employees for staff we use performance and
development plan and for shop floor we use performance appraisal PDP
plans and PA based on them we assign salary increase and bonus and they
help in setting the development plan for all employees in each form
6. Motivation
Rotation (same dept. or in different dept.) (accountant in finance dept. can
work in Procurement)
Promotion
Horizontal development ( giving him higher responsibilities) Empowerment
Delegation of authority
7. Operational Development

Job description, organograms (organization charts)

Inductions
Performance management

8. Training Programs
EIPICO is always encouraging their staff to acquire professional
qualifications that suits their field. All the members within the firm are
in charge of their own improvement and development. PwC provides
many forms of training which involves:
A. Classroom training:
Group discussion
Exercises
Role playing practices
Interviews
B. Just-in-time learning, through self-training and development
prospects in real and everyday job situations.
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C. On the Job training:

Learning while working
Learning from people the employee works with
Learning from the knowledge-based tools (k-based)
9. Personnel

Contracts (classified into part-time & Full -time)

Leaves balance
Social Insurance
Payroll
Overtime
Allowances
Benefits through personnel
10.

Administration

Responsible for fleet and transportation

General Service (Housekeeping, gardens, restaurant, food, receptionist)

HR Performance Analysis
The performance of an organization must be analyzed for the development.
This analysis makes revaluation of existing strategy possible and easy to
understand the faults so that organization can rectify them at once.

Recruitment, training and development of employees caliber have

been done with high standards.

HR Management provides best working conditions with suitable growth

opportunities. Employees must maintain rules and regulation of the
country.

HR Management keeps the record of the best performing employees

and gives them opportunities for growth.

According to the survey that has been conducted and the Results of the
Questionnaire distributed to some of the company employees in Eipico
-

20% employees working from 0-5 years

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40 % employees working from 5-10 years

30% employees working for Nestl Egypt from 10-15 years
10% employees working for Nestl Egypt for more than 15 years

30% of employees age from 21-30

40% of employees age from 31-40
25% of employees age from 41-50
5% of employees age from 50 and above
80% of employees from satisfied to very satisfied of the availability to
improve their skills and knowledge while 20% from unsatisfied to

neutral.
100% of the employee sample, were the opinion that the company has
sufficient number of employees and that the employees were not
overloaded with work. The work is evenly distributed among
employees
75% satisfied that the company has a proper HR Planning for achieving
their targets and objectives. While 25% unsatisfied that the company

needs more HR Planning to achieve its Goals.

100% very satisfied that they have clear defined quality goals
85% satisfied by their compensation packages while 15% are not.
100% agree that the newly hired employees got sufficient training
100% of the sample thinks that the company has a formal HR filing
system and keeps track of leaves, skills, employees performance,

trainings done and experience of existing employees.

80% of the sample agrees that the keeps track of Leaves, skills,
employees performance, trainings done, experience of existing
employees.
75% satisfied by HR departments performance in HR Audit & Planning

Process
70% of employee satisfied by their salaries
40% of employees satisfied by their retirement package
80% satisfied by the co-workers
70% satisfied by the Management as whole.
100% employees are satisfied with the health insurance

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Survey Sample:
Q1. Since how many years have you been working with your
Company?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years
Q2.Your age range between:
a) 21- 30 b) 31- 40 c) 41-50 d)50 and above
Q3. The available opportunities to improve your skills and
Knowledge in your work
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q4. Is the company having sufficient employees or the current
employees are overloaded with work?
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q5.On my job I clearly define quality goals

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a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q6.Are you having a good compensation package
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q7. Does HR train hiring employees to make the best hiring
decisions?
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q8.The Company have formal HR Filing system
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q9.The Company keeps track of Leaves, skills, employees
performance, trainings done, experience of existing employees.
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q10. How would you rate the HR departments performance in HR
Audit & Planning Process?
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
Q11. How satisfied are you with the following aspects of your
position?

Salary

a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied
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Co-workers

a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

b) Unsatisfied

c)Neutral

d)Satisfied

c)Neutral

d)Satisfied

e)Very Satisfied

Management

a)Very Unsatisfied
e)Very Satisfied

Retirement Benefits

a)Very Unsatisfied

b) Unsatisfied

e)Very Satisfied
Q12.What is your opinion in the health insurance of the company
a)Very Unsatisfied

b) Unsatisfied

c)Neutral

d)Satisfied

e)Very Satisfied

Comment on survey:
The employees are satisfied with the health insurance, company
quality and compensation packages and low turnover rate. But they
have some concerns on salary relative to their work load.
They either get promoted horizontally or vertically according to their
performance, In addition to preferring the selection of internal
employees.
Commission is only available for the sales department employee as a
motivation tool.

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