Career Development at GlaxoSmithKline Pakistan (HRM: AHK)
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The document outlines human resource management practices at GlaxoSmithKline (GSK), detailing their vision, mission, values, and strategic priorities. Key HR functions discussed include training and development, career development, health and safety, and job analysis, emphasizing the importance of continuous employee development and health protocols. GSK is committed to creating a supportive work environment, promoting sustainability initiatives, and enhancing organizational performance through comprehensive HR strategies.
Career Development at GlaxoSmithKline Pakistan (HRM: AHK)
- 1. Human Resource Management Presented to: Mr. Abdul Hameed Khan Presented by: M. Suhaib, Yousuf Ayub, Mizna Awan, Zeeshan Valliani, Beena Rizvi
- 2. Agenda • About GSK • Vision & Mission • Values & Behavior • Strategic Priorities • HR Functions 1. Training & Development 2. Career Development 3. Health & Safety 4. Job Analysis, Job Specs and Job Description
- 4. About GSK In 2001, Glaxo Wellcome and SmithKline Beecham merged to form GlaxoSmithKline Today, GSK is a leading research based pharmaceutical company in the World
- 6. The World of GSK
- 7. PRODUCTS
- 8. Vision & Mission VISION GlaxoSmithKline’s vision is inspiring: “The opportunity to make a difference to the lives of billions of people.” MISSION GlaxoSmithKline’s quest is to improve the quality of Human life by enabling people to: DO MORE | FEEL BETTER | LIVE LONGER
- 9. Values & Behaviors Values • Respect for People • Patient Focused • Transparency • Integrity Behaviors • Flexible Thinking • Enable and Drive Change • Continuous Improvement • Customer Driven • Developing People • Building Relationships
- 12. Training and Development (T&D) Human Resource Development – Major HRM function consisting not only of T&D, but also individual career planning and development activities and performance appraisal Training and Development – Heart of a continuous effort designed to improve employee competency and organizational performance 12
- 13. Training and Development (T&D) Training - Designed to provide learners with the knowledge and skills needed for their present jobs – formal and informal Development - Involves learning that goes beyond today's job – more long-term focus Learning Organization – firms that recognize critical importance of continuous performance- related training and development an take appropriate action 13
- 14. Training and Development (T&D) Key Factors Increasing a person education level increases productivity Organizational Development. 14
- 15. Factors Influencing T&D Top management support Commitment from specialists and generalists Technological advances Organizational complexity Learning style 15
- 16. The Training and Development (T&D) Process 16 Determine T&D Needs Establish Specific Objectives Select T&D Method(s) Implement T&D Programs Evaluate T&D Programs
- 17. Determining Training and Development Needs In order to compete effectively, firms must keep employees well trained. 17
- 18. Establishing Training and Development Objectives Desired end results Clear and concise objectives must be formulated 18
- 19. T&D Methods in GSK Classroom Programs Mentoring Coaching Role Playing Simulations Distance Learning and Videoconferencing E-learning On-the-Job Training Job Rotation Internships 19
- 20. Management Development All learning experiences resulting in upgrading of skills and knowledge needed in current and future managerial positions Imperative managers keep up with latest developments in their fields while managing ever-changing workforce in a dynamic environment Requires personal commitment of individual manager 20
- 21. Reasons to Conduct Management Training Inside of the Company Training more specific to needs Lower costs Less time Consistent, relevant material More control of content and faculty 21
- 22. Special Training Areas Telecommuter – permit manager and employee to define job responsibilities and set goals and expectations Diversity – develop sensitivity to create more harmonious working environment Ethics – develop corporate culture that rewards ethical behavior Conflict Resolution – communication skills needed to resolve gridlock 22
- 23. Organization Development Survey feedback process Quality circles Team building Sensitivity training 24
- 24. Survey Feedback Description Process of collecting data from organizational unit through use of questionnaires, interviews and other objective data Can create working environments that lead to better working relationships, greater productivity and increased profitability 25
- 25. Quality Circles Groups of employees who voluntarily meet regularly with their supervisors to discuss problems Investigate causes Recommend solutions 26
- 26. Team Building Conscious effort to develop effective workgroups Uses self-directed teams Small group of employees responsible for an entire work process Members work together to improve their operation 27
- 27. Sensitivity Training Participants learn about themselves and how others perceive them No agenda, leaders, authority, power positions People learn through dialogue Participants encouraged to learn about themselves and others in group Also called T-group training 28
- 29. Career Development • GSK is committed to rewarding, developing and retaining talent. • Wide range of resources are available to help employees determine and meet career development needs. These include: – Management Trainee Program – Performance & Development Planning – On-the-job Development – Career Innovation Zone – myLearning – Coaching and Feedback – Sabbaticals
- 30. Management Trainee Program • GSK runs a yearly drive for recruiting management trainees from top business schools in Pakistan. • MT Program provides opportunity to fresh graduates to get a flavor of corporate world. • Program design includes four rotations each of three months with a total span of one calendar year. • Candidates are assessed for performance and learning at the end of each rotation. This helps the organization in creating potential lot of candidates who in case of requirement fill the emerging opportunities in the organization.
- 31. Performance and Development Planning • GSK global Performance and Development Planning process (PDP) is developed to help employees at all stages of their career. • PDP is a powerful tool for matching personal success to the success of the business. • Throughout the year, employees and their supervisors work together on this process to set challenging objectives and identify career development needs.
- 32. On-the-job Development • Opportunities for "stretch" assignments, secondments, and access to GSK cross business job posting database • Job rotations in different departments • International Training Programmes • Special Training & Rotation plan is prepared in which all Heads are involved. • At final stage, employees are evaluated through a series of interviews and then promoted (Key Talent Identification).
- 33. Career Innovation Zone • Career Innovation Zone is an online portal that GSK employees can access freely at any time from work or home. • The portal offers a wealth of interactive tools and tips to help employees work out the potential career directions and choices that would be right for them.
- 34. myLearning • myLearning is an online course catalogue allowing employees to work with their managers to create a customized learning plan and take advantage of the wide variety of instructor- led and eLearning courses • It includes a number of customized Leadership Development offerings
- 35. Coaching and Feedback • GSK foster a culture of ongoing coaching and feedback for all employees. • A variety of formal and informal resources are available, including a 360-degree feedback process and external coaching. • Employees are also encouraged to take part in either a formal or informal mentoring relationship.
- 36. Sabbaticals • GSK rewards those who prove to be an asset to the organizations with long term paid study leaves. • In most of the cases apart from paid leaves the employees are granted with academic scholarships as well so that after completing their courses they can add value to the organization.
- 37. Health & Safety
- 38. Health & Safety • Health and Safety is considered on priority at GSK. • Employees from management and non-management both are trained on EHS (Environment Health & Safety) systems that includes Fire fighting system, Incidents reporting, Accidents reporting, any illness or disease reporting, exposure and handling of chemicals, use of masks, gloves etc. • Employees are timely trained and retrained on all Health & Safety related issues
- 39. Lock Out Tag Out (LOTO) • LOTO is an ambitious program of physical guarding launched to avoid any injury due to moving parts • Launched with an aim of Zero access to any hazardous risk • Engineering team at GSK worked hard and brought a step change in machinery safety standards at all sites
- 40. Winner of Annual Environment Excellence Award • GSK received “Annual Environment Excellence Award” from the National Forum for Environment and Health (NGO)
- 41. Sustainability Initiative • GSK is committed to continuous improvement in energy and resource consumption as part of sustainability initiatives. • Achieved 6% reduction in energy consumption and 3% in water consumption at operations despite increased manufacturing volumes. • All the sites have waste water treatment facilities meeting the National Environmental Quality Standards of EPA Pakistan.
- 42. Sustainability Initiative • GSK has globally shifted its Energy Reduction Target from Units Consumption to Carbon dioxide Emissions. • At GSK Pakistan, projects like Energy Efficient Utilities Equipment, Automation of Power Controls and moving towards Energy efficient process substitutes have caused more than 10% reduction in CO2 emissions. • Saving in energy consumption are not just attained from investments but also from energy conscious behavior cultivation at floor level.
- 43. Job Analysis, Job Specification & Job Description
- 44. Job Analysis, Job Specification & Job Description Create a culture of individual empowerment Employee empowerment has been recognised to be one of the main tools inspiring motivation and loyalty among employees. Right person for the right job!
- 45. Procedure Job analysis of a particular position has been carried out by HR Departmental Head’s consent and feedback is important Job related requirements, KSA are listed Job related KRA are defined On the basis of this Job description is prepared.
- 46. GLAXOSMITHKLINE JOB DESCRIPTION Version Number: Site: Job Grade: Department: Job Title: Reports to: (job title); Date Updated: mm/year Review Date: mm/year Business Level 1: GMS Pakistan Business Level 2: MEA Business Level 3: Phama Operations JOB FACTORS FOR THE POSITION Job Purpose: Key Responsibilities: Accountabilities: Complexity: Key interfaces Qualification, Specialized Knowledge and Skills required for the position:
- 47. JOB DELEGATION / DEPUTATION (To be filled by Functional Head ) (Incase of absence of this job holder, following will be responsible) 01. Name of Designate: Position Title: Area of Responsibility: Incase, if the position requires delegation to more than one individual then following will be completed. 02 Name of Designate:: Position Title: Area of Responsibility: JD ADMINISTRATION Prepared By: Manager (Name) Sign & Date Reviewed By: HR (Name) Sign & Date Approved By: 1 on 1 Manager* (Name) Sign & Date Acknowledged By: Employee (Name) Sign & Date