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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
Corporate Profile
Abbott Pakistan started operation in Pakistan as a marketing affiliate in 1948. Abbott has approximately 70,000 employees worldwide and a global presence in more than 130countries.
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).
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.
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
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)
HR Director Pakistan
H.R Assistant
Manager I.R
Recruitment Requisition
The post is advertised 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
EMPLOYEE REFERRAL, CONSULTANT AGENCIES, APPLICATION FORMS, PRINT MEDIA, COLLEGE RECRUITING, INTERNET
WRITTEN TESTS (FOR FIELD STAFF ONLY) PERFORMANCE SIMULATION (FOR TECHNICAL/FUNCTIONAL MANAGERS ONLY)
PERSONAL INTERVIEW
PANEL INTERVIEWS
Medical examination
Induction Programme
Interview:
Panel 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. Panel assessment is conducted on the prescribed Interview Format designed on Performance excellence parameters Selected candidate if required is interviewed by the Affiliate 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:
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:
Organizational Analysis:
Determine the appropriateness of training. Companys available resources for training. The support 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.
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 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.
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.
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.
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