Hrm Jnj 3h2r4x

JHONSON AND JHONSON (PAKISTAN ) LIMITED. Course Incharge :Hassan Rafiq PRESENTED BY Syed 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 Healthcare

Medical Devices And Diagnostics

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 s HM Candidate generation

Internal candidate review

Company website Research Employees referrals Headhunters

Review internal candidate Succession planning

Resume screening

Line manager/RM calls interview

Not 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 selection HR.M determines pre-screened For best matches

Not fit

Interview scheduled H.M schedules Face to face interview with designated Interview team

Candidate interview Candidate participate in interview Regionally

Reference check HR.M checks the reference

Offer develop Management and HR.M collaborate to develop offer for candidate

Offer decline Candidate may turn the offer down

Offer acceptance Candidate accepts the offer

Drug screening

Job filled

Career Planning and development at JNJ Organizational Initiatives

C.D.W

HR Planning & Forecasting

Performance Appraisal

APPRAISALS AND PERFORMANCE EVALUATION

Involvement of HR & operating managers in 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

Done by OM

File the performance evaluation

Done by HRM

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 ) • 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

STEPS INVOLVED IN 360 DEGREE FEED BACK The following steps are involved in the conduct of a 360 degree survey: 1. The manager and employee agree who is going to be asked to respond to the 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

Training and development

Training and development Acquiring knowledge, developing competencies and skills, and adopting behaviors 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 of communication

Training and development • • • • • • • • • •

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

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!