SHRM for the Sustainability: The Case of Leo Pharma

Contents
Assessment 1............................................................................................................. 3
SHRM for the sustainability: the case of Leo Pharma UAE.....................................................4
Introduction............................................................................................................. 5
Objectives and working procedures of Leo Pharma.............................................................6
Working procedures related to HRM management..............................................................6
SHRM activities related to the retention of the employees and cover other aspects of the
functionality............................................................................................................. 8
The role of SHRM in fulfilling the organizational goals related to the recruitment.......................9
Assessment 2........................................................................................................... 11
Question 1................................................................................................................ 12
The role of business factors in the formation of SHRM Policies of Leo-Pharma UAE...................12
Question 2................................................................................................................ 12
Question 3................................................................................................................ 13
The purpose of the Human Resource Policy....................................................................14
Question 4................................................................................................................ 14
Regulatory Requirement............................................................................................... 15
The regulatory requirements for setting up the incentives...................................................15
The creation of an adequate social environment...............................................................15
The regulatory requirement for the expatriate policy.........................................................16
Question 5................................................................................................................ 16
The culture of pre-fixed productivity agreement...............................................................16
The culture related to the adaptability............................................................................17
The culture related to employee engagement...................................................................17

Question 6................................................................................................................ 18
Assessment 3........................................................................................................... 19
Question 1................................................................................................................ 19
The problem areas and innovations to support the communication gaps..................................19
The role of technology in introducing some innovations.....................................................20
Question 2................................................................................................................ 21
Monitoring of the effectiveness HRM in Cygnet..............................................................21
References............................................................................................................... 23
Assessment 1

SHRM for the sustainability: the case of Leo Pharma UAE

Introduction
The practices related to strategic human resource management have become the order of the day
because of the onset of globalization and the culture of multinational companies doing business
in various countries of the world where the cultures and other setups are different. In the year
2011, Dr. Khalid Othman Al Yayha raises some poignant questions related to the need for the
SHRM practices in UAE with an intention to end the war for the talent which was sprawling up
in various industrial sectors of UAE (Yahya, 2011).
He demanded a holistic approach towards the procurement and the retention of the workforce
working in the UAE. In order to practice this holistic approach, he suggested that all the
stakeholders from the side of the government and non-government sectors should come up with a
set of practices that can create a collateral platform for employees and businesses with the help
of SHRM initiatives.
The current report is an attempt to check the SHRM related practices of “Leo-Pharma UAE”
This pharmaceutical company has a considerable present in UAE and the Middle East where
they are selling more than three thousand products on a regular basis (Sun, 2018). The present
report will highlight the crux of their SHRM practices that helped them in developing and
retaining a talent pool. The scope of this report will also cover some external factors that
supported them in this successful procurement of a talent pool with the help of SHRM practices.