Final Presentation 6p5i62

Human Resource Management

• Instructor: – Murtaza Ilyas:

• By: – Naushad Anwar Siddiqi – Mohammad Ahsen Raza – Syed Inayat Ali Shah – Syed Rizwan Iqbal – Danish Hanif

(4316) (4400) (4347) (4206) (4485)

Table of Contents

HISTORY OF ABBOTT LABORATORIES •

More than a century ago, 30-year-old Dr. Wallace C. Abbott, a practicing physician and drug store proprietor, founded the Abbott Alkaloidal Company.

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From the very beginning, Dr. Abbott and the company’s early founders championed scientific investigation to benefit patients. In 1915, the name of the company changed to reflect the commitment to new areas of research, renamed Abbott Laboratories.

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By the end of the twentieth century, Abbott further refined its focus, delivering both scientific and financial results.

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In recent years, Abbott has adapted to the rapidly changing and intensely competitive health care environment of the twenty-first century.

Corporate Profile •

Abbott Pakistan started operation in Pakistan as a marketing in 1948.

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Abbott has approximately 70,000 employees worldwide and a global presence in more than 130countries.

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Abbott's core businesses focus on pharmaceuticals, medical devices and nutritional products, which have been supplemented through several prominent acquisitions.

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Corporate Profile • The firm currently divides itself into several divisions: – – – –

Abbott International (AI). Abbott Baby Nutritional (ANI). Abbott Diagnostic Division (ADD). Abbott Diabetic Care Glucose monitoring devices and medicines (ADC). – Global Pharmaceuticals Org. (GPO).

• No. of WorkForce: Management (950 ) & NonManagement (400).

• Vision • “To be premier health care company in Pakistan.” • Mission “To deliver consistently superior products and services which contribute significantly to improve the quality of life of the consumers. This will be achieved by ensuring that the interests of all stakeholders including healthcare providers, employees, shareholders & the communities, are secured.

Manufacturing & Warehousing • Landhi (Nutritionals and Pharmaceuticals)

Korangi Plant (Diagnostic)

• Division operates • Largest tablet from its office manufacturing plant. located.

Depots: Lahore, Multan, Karachi, Islamabad

Products • Our work across broad lines of business gives us a wealth of knowledge, understanding and capabilities in a number of health areas, including: • Pharmaceuticals • Nutritional • Diagnostics • Diabetes Care

Human Resource Department • The role of the HR department is vital to an organization but is rare viewed in the organization of our developing society. At Abbott Pakistan Personnel & istration Deptt had been restored and Human Resources Department being established in July 2003 to give a new track to the organization. All the Policies and Procedures of the local (Abbott Pakistan) have been reviewed and revised to inline with the current vision and mission statement of the organization. • CEO of Abbott International announced in his annual meeting with employee that “Our employees are our most important assets,” New HR department has defined his strategic role.

Human Resource Department • • • • • • • • • • • •

HR Vision To be an Employer of First Choice.

HR Mission • To provide high quality Human Resources services through value added and innovative initiatives. • By inspiring the core leadership values of integrity, trust excellence, team work and communication. The HR team will seek to proactively provide: • Advocacy for fair and equitable treatment of all employees, toward achieving the highest employee morale and productivity. • Consulting in HR matters regarding staffing, organizational effectiveness, succession planning, training and development, compensation and benefits. • Facilitating to manage change and the pursuit of excellence in all employee oriented programs, Organizational Development (OD) initiatives and influencing positive managementworkforce relationships.

HR Hierarchy Senior H.R Director (Asia)

Regional H.R Director, Australia,New Zealand , Pakistan And South Africa

HR Director Pakistan H.R Assistant

Assistant H.R A.I/G.P.O

Manager I.R

H.R Business Consultant ANI/ADC/ADD Senior Manager Security And

The Human Resource Management Process

Recruitment & Selection • RECRUITMENT & SELECTION: • • Recruitment & Selection is one of the most important tasks of the HR Department. When the right person is appointed in an available capacity he can easily understand the work and use his knowledge to do that particular job. Hiring people who are not competent to perform a certain job incurs the organization not only training costs but is also a compromise with quality within an organization. • • The HR Deptt of Abbott focus on candidate selected should be one whose skill and ability fits the job description for which he/she is being hired. The candidate's potential and capacity to improve himself in the future will also be taken into during the interview. In order to acquire potential workforce. They follow the following procedures:-

Recruitment Requisition • • • • • • • • • • • •

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The post is d by the Human Resources Department as per the Personnel Requisition Form sent by Departmental Heads to hire externally, the post can also be filled internally through transfers. Applications received are recorded in the HR CV Database. Summary sheet of the received resumes are sent to the concerned departmental head.

The Department Head then short list the applications and send it to Human Resources Department.

Human Resources Department arranges interview of the applicants after having filled Employment Application Form.

RECRUITMENT PROCESS

Recruitment Process Flow Chart: PERSONNEL REQUIREMENT COMPUTERIZED FORECASTS

EMPLOYEE REQUISITION OF RELATED DEPARTMENT

EMPLOYEE REFERRAL, CONSULTANT AGENCIES, APPLICATION FORMS, PRINT MEDIA, COLLEGE RECRUITING, INTERNET

MEMOS, SUCCESSION PLANNING, INTERNAL MOVE, RETIRED EMPLOYEES

WRITTEN TESTS (FOR FIELD STAFF ONLY) PERFORMANCE SIMULATION (FOR TECHNICAL/FUNCTIONAL MANAGERS ONLY)

PERSONAL INTERVIEW

INTERVIEWS

Medical examination

PROFESSIONAL BACKGROUND AND REFERENCE CHECK FOR VERIFICATION OF EMPLOYEES INVESTIGATIONS

Induction Programme

Interview: • interviews are conducted by the Human Resources Department in coordination with concerned Department head or designate. Applicants of all interview candidate not selected should be kept for one year for reference. • assessment is conducted on the prescribed Interview Format designed on Performance excellence parameters • Selected candidate if required is interviewed by the General Manager. • Human Resources Department issues appointment letter.

HRIS – Track

• Decruitment • Interview

Decruitment: • The process of reducing a surplus of employees through VRS for permanent employees and eliminate the position.

Recruiting Resources: • • • • • •

Internal Employee Referral Succession Planning Internal Move Retired Employees

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External Headhunters/Consultant Agencies ment College & Universities Unsolicited Applications Professional Organizations (OICCI, Pharma Bureau, MAP)

Ahsen • Process of T&D • Problems faced

TRAINING & DEVELOPMENT Vision To improve lives by providing cost-effective health care products and services

TRAINING & DEVELOPMENT • Mission • The mission of Abbott is to advance in science and technologies in order to improve health and the practice of health care. They value their diversity of products, technologies, markets, and people. Abbott focuses on exceptional performance to earn the trust of those they serve and to sustain their success.

TRAINING & DEVELOPMENT • Training • Training refers to a planned effort by a company to facilitate the learning of job related knowledge, skills, or behavior by employees.

Training Process 1. Training Need Assessment/ Analysis 2. Training Design

3. Training Delivery 4. Training Evaluation

Training Process

Training Process 1. Training Need Assessment/ Analysis:

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Organizational Analysis:   

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Task/ Job Analysis:   

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Determine the appropriateness of training. Company’s available resources for training. The by managers and peers for training activities A job or a cluster of jobs are selected. A preliminary list of tasks is developed. Need to be emphasized in training for employees to complete their tasks.

Individual/ Person Analysis: 

Is training the actual problem; who needs training and is he/ she ready for it?

Establishing Training Objectives • Gap Analysis:

– The distance between where an organization is with its employee capabilities and where it needs to be. • Types of Training Objectives:

– Knowledge: Impart cognitive information and details to trainees. – Skill: Develop behavior changes in how job and tasks are performed. – Attitude: Create interest and awareness of the training importance.

TRAINING & DEVELOPMENT • Training Calendars:-

Training Calendar • Core Training In the main focus is on the Improvement of the current tasks of the employees.

• Leadership Training Mainly designed for the people at management level, training program include may training on emotional intelligence, strategy workshop, oral effective communication.

• Technical Training •

To make the employees familiar with The modern methods and techniques of work employees are provided technical training in different areas of work.

TRAINING & DEVELOPMENT High Leverage Training: • Selection of trainee, • Time length of training, • Venue, • Training program design, • Local training or global training

TRAINING & DEVELOPMENT • Identification of Training • Abbott laboratories has got this performance management system through which it defines performance, measures performance, which is also called performance appraisal and feeding back performance information.

Performance Appraisal

Performance Appraisal •

The Performance Excellence process is designed to align what we do and how we work with the strategies and Values of our business, so Abbott can deliver our Promise to those we serve.

• The Performance Excellence process includes: • • Setting Expectations — setting meaningful goals that align to business strategy • Assessment/ — receiving continuous on your performance from your manager and others • Growth and Development — discussing, documenting and acting upon a plan that s your growth needs

Management By Object • It is an effective Programmed that ensures all employees do what is regained to achieve the minimum business targets and possibly beat the target.

Procedure of Performance Appraisal • The PEx forms will be distributed in December of each year. HR will send the forms with all instructions to the departmental heads that will on these forms to all their managers.

Compensation & Employee Benefits – – – – – –

Medical Facility Transport facility Leave Structure Provident Fund Scheme Pension Scheme Group Insurance

• Danish • What are the measures taken for OD & Change Management • How do you motivate employee • Succession Planning Process • Talent Management Process • Problems faced

CONCLUSION •

Overall training at Abbott laboratories on the basis of what we have noticed is very impressive specially the variety of training programs and training methods they have been conducting. There are a couple of aspects, which are needed to be covered, but keeping in view their massive setup one cannot deny the performance of their employees and the organization it self. This organization is not only taking big steps in the training and development process but also focusing on other HR practices as well which obviously encourages the employees to work with more zeal and zest in order to make a name for themselves and also to pay back the organization from what they have learnt and gained here. The credit surely goes to Abbott laboratories because they not only hire experienced campaigners but also young graduates who are raw in their particular fields and polish their skills to the extent that they have made this organization almost invincible specially in Pakistan where we hardly see any competitors of Abbott laboratories because of the enormous market share and growth it has been gaining for so many