JHONSON AND JHONSON (PAKISTAN ) LIMITED.

Course Incharge :Hassan RafiqPRESENTED BYSyed Rauf ur Raheem.Syed Murtaza Talib.Danish khan

Introduction

Johnson & Johnson• A global American pharmaceutical,

medical devices and consumer packaged goods manufacturer

• With over 15,000 employees worldwide.• Founded in 1886.• Listed among the Fortune 500.

Company Structure

JNJ

Consumer HealthcareMedical Devices

AndDiagnostics

Pharmaceuticals

JNJ in Pakistan..

Prefers Management by Objectives (MBO)programs to conduct their business and to avoid any unfavorable situation.

THE BASIS OF POLICIES

At Johnson & Johnson there is NO MISSION STATEMENT that hangs on the wall. Instead, for more than 60 years, a simple, one-page document – Our Credo – has guided our actions in fulfilling our responsibilities to our customers, our employees, the community and our stockholders. Our worldwide Family of Companies shares this value system in 36 languages spreading across Africa, Asia/Pacific, Eastern Europe, Europe, Latin America, Middle East and North America.

SECOND STANZA

Our management approach• A Decentralized Management Approach

We are big and we are small all at once. • Each of our operating companies functions as its

own small business. • strongly entrepreneurial in character,

• Anticipation of customers’ needs and delivering meaningful, high-quality solutions.

• Balanced approach to safeguard the interests of internal and external stakeholders both.

The HR structure There are 15 HR personnel in JNJ Pakistan dealing with the issues of 1138 employees working at JNJ.

HR Director

HR Manager

Assistant HR Manager

HR personnel

Human Resource department activities at JNJ

• Human resource planning

• Recruiting and placement

• Training and Development

• Performance Appraisal

• Compensation and Rewards

Recruitment

Job requisition/posting

Line manger/R manager Contacts HM

Candidate generationCompany website

ResearchEmployees referrals

Headhunters

Resume screening

Internal candidate reviewReview internal candidate

Succession planning

Line manager/RM calls interviewNot fit

Candidate submittal Higher management consent

L.M/R.M forwards pre-screen and pre-qualified candidate to higher management

H.R.M review H.R.M Calls interviews

of potential candidate based on

L.M/Upper management

recommendation

Candidate selectionHR.M determines pre-screened

For best matches Not fit

Interview scheduledH.M schedules Face to face

interview with designated Interview team

Candidate interview Candidate participate

in interviewRegionally

Reference checkHR.M checks the reference

Offer developManagement and HR.M collaborate to develop

offer for candidate

Offer decline Candidate may turn the offer down

Offer acceptanceCandidate accepts the offer

Drug screening

Job filled

Career Planning and development at JNJ

Organizational Initiatives

C.D.W HR Planning & Forecasting Performance Appraisal

APPRAISALSAND

PERFORMANCE EVALUATION

Performance Evaluation Function

Operating Manager (immediate boss)

HR Manager

Establish performance standard Approves the standards Calculated by HRM and engineers

Set policy on when performance evaluation takes place

Approves the policy Recommends the policy

Set policy on who evaluates Approves the policy Recommends the policy

Choose the evaluation system Approves the policy Recommends the policy

Train the raters Done by HRM

Review employees’ performance Done my operating manager

Discuss the feedback Done by OM

File the performance evaluation Done by HRM

Involvement of HR & operating managers in Evaluation

Who evaluates….

The employee• Self-evaluation (Performance appraisal)• Rating by a line managers and middle management

(Performance appraisal)

The Line managers and Management• Rating by a combination of approaches (360 degree

feedback)• External source

Employees appraisal

• Employees are assessed against predefined and agreed goals.

• The interval between each assessment is a quarter.

• The results are treated statistically and saved in employee's personal record.

360 degree Feedback

STEPS INVOLVED IN 360 DEGREE FEED BACK

The following steps are involved in the conduct of a 360 degree feedback survey:

1.The manager and employee agree who is going to be asked to respond to the feedback survey.

2. The survey is emailed to respondents to complete on-line.

3. The individual provides a self-rating.

4. HR receives and analyses the survey results.

Web-based 360 feedback

Training and development

Training and developmentAcquiring knowledge, developing competencies and skills, and adoptingbehaviors that improve performance in current jobs, Including theory and applications, instructional systems design, train-the-trainer programs, and instructional strategies and methods.

JNJ training department • Linked with HR department • Close proximity with other department in terms of communication

• On job training.• Informal learning• Case studies• Self-development• Skills development programs• Technology-assisted learning• Training simulations.• Audiovisual learning .• Teleconfrencing• Seminars

Training and development

HCBI

Health care business integrity

• Honesty • Quality • Avoid misuse of the company’s assets.• Code of conduct.

Employee Benefits

• Incentives• Bonus • Medical coverage.• Leaves (sick ,earned ,casual and maternity )• Length of service awards.• Gratuity .

The Result Low employee turnover

Conclusions/Recommendations

• Lack of integration• Often get de-linked from human resource

planning• De-linking may result in planning snafu• Needs to reference the details of overall

strategic planning

Thank you!