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GSK HRM (1)

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Arsalan Awan
Arsalan Awan

1) GSK is a UK-based pharmaceutical company formed in 2000 through the merger of Glaxo, Smith Kline, and Beecham. 2) GSK's mission is to "Do more, Feel better and live longer" and their vision is "The opportunity to make a difference to the lives of billions of people". 3) GSK has two major product lines - healthcare products like antibiotics and pain relievers, and consumer products like Horlicks nutritional drink.

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GROUP MEMBERS: HAFIZ ARSALAN AWAN CHAUDHARY ZAFIR REHAN ARSALLAN MUSHTAQ SAAD JALIL UMER RAMZAN ABDUL SAMMAD TAMOOR
INTRODUCTION: HISTORY: Established in 2000 Worlds sixth largest pharmaceutical company Merger of three companies: GLAXO SMITH KLINE BEECHAM Collectively known as GlaxoSmithKline(GSK) is a UK based company.
MISSION STATEMENT: Do more, Feel better and live longer VISION STATEMENT: The opportunity to make a difference to the lives of billions of people
CORE VALUES AND OBJECTIVES: Respect for people Patient focus Transparency Integrity Develop a diversified global business Deliver value not the mere product Simplifying the operating model Facilitate individual empowerment Build Trust
PRODUCTS AND SERVICES: GSK has two major product lines: Healthcare Consumer products Healthcare products: Augmentin Amoxil Zenacif Valosif Calpol(syrup) Consumer products: Horlicks ENO Iodex(pain reliever) Glaxos D Sensodyne Mclenes Panadol
ORGANIZATIONAL STRUCTURE: GSK is a decentralized organization. Regional Heads Regional Heads Regional Heads Regional Heads GM (Asian) Vice President (Local) Head SBU Sales manager Zone1 Sales manager Zone2 Sales manager Zone3 Sales manager Zone4 Regional Sales Manager Medical Service Executives Trade Sales Executive CEOCEO
PERSONNEL PLANNING: GSK ensures that they have right people and decide which positions to be filled and how to fill them. SUCCESSION PLANNING: Forecasting method used for personnel planning Avoid external hiring for the upper level positions. GSKs employee turnover rate is Low. GSK employees work in a high performance work system.
COMPETITORS: Healthcare competitors: Abbott Novatis Merck Gutz Hilton Highmount Consumer product competitors: Nestle Unilever Engro foods
JOB DESCRIPTION AND SPECIFICATIONS:
Methods used for data collection and the parties involved: Questionnaires Interviews RECRUITMENT DRIVE: External and internal hiring External hiring is more abundant GSK has centralized recruiting METHODS USED FOR EXTERNAL HIRING: Newspaper ads(twice a year) Own website Reference hiring INTERNAL HIRING: For internal hiring they use a comprehensive intranet system by which willing employees apply, the basis for this are coaching assessment marks and quiz marks.
SELECTION PROCESS: TEST CONDUCTED: IQ and aptitude tests Job related tests(group discussions) INTERVIEWS: Initial interview Final interview BACKGROUND INVESTIGATION: MEDICAL TEST: Eye sight check Blood pressure Breathing Hepatitis
INDUCTION AND ORIENTATION OF NEW HIRING: Selected employees are requested to report at Karachi head office. All expenses of travelling and accommodation is paid by GSK. Different quizzes are conducted. Those who fail in 3 quiz out of 4, they have 6 month probation. Normal probation period is of 2 months. HR POLICIES: Leaves: Privilege (26 days with pay / no daily allowance) Casual (5-6 per year with pay / daily allowance) Medical (2 without showing medical report. After that you have to show medical report but they are paid) Maternal leaves( for female employees 3 months prior to the birth of child/ also paid) Paternal leaves(for male and female employees 7 days post child birth)
COMPENSATION: SHORT TERM: Daily allowance/ working day TADA( travelling allowance, Mileage allowance) Parking allowance Mobile balance (1000/month) Internet devices I-pads Vehicle LONG TERM: EOBI reduction ( 1000/ year , maturity @ 60 years) Provident Fund
HEALTH/SAFETY: Medical insurance of whole family( spouse and children) by Allianz insurance compa Medical OPD claims(postpaid) Medicine of 2000Rs without showing prescription to accounts department All the indoor medical facilities for employee and family TRAINING AND DEVELOPMENT: Refresher courses Quarterly arranged zonal refresher courses
PERFORMANCE APPRAISALS: There are two appraisal reports which are being published in a year. FACTORS: Growth factors Area coverage Quiz marks Developmental courses Refresher courses results
TSEs should be hired permanently as they are members of direct sales force team, by hiring them will ensure their full commitment and build their trust for GSK. Internal hiring for middle level positions also, should be promulgated. Rather than leaving the rating 5 employees at their own frequent trainings should be given to them for improvement in performance. The services of providing research facilities to Pakistans medical college must also be started.
GSK HRM (1)

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GSK HRM (1)

  • 1. GROUP MEMBERS: HAFIZ ARSALAN AWAN CHAUDHARY ZAFIR REHAN ARSALLAN MUSHTAQ SAAD JALIL UMER RAMZAN ABDUL SAMMAD TAMOOR
  • 2. INTRODUCTION: HISTORY: Established in 2000 Worlds sixth largest pharmaceutical company Merger of three companies: GLAXO SMITH KLINE BEECHAM Collectively known as GlaxoSmithKline(GSK) is a UK based company.
  • 3. MISSION STATEMENT: Do more, Feel better and live longer VISION STATEMENT: The opportunity to make a difference to the lives of billions of people
  • 4. CORE VALUES AND OBJECTIVES: Respect for people Patient focus Transparency Integrity Develop a diversified global business Deliver value not the mere product Simplifying the operating model Facilitate individual empowerment Build Trust
  • 5. PRODUCTS AND SERVICES: GSK has two major product lines: Healthcare Consumer products Healthcare products: Augmentin Amoxil Zenacif Valosif Calpol(syrup) Consumer products: Horlicks ENO Iodex(pain reliever) Glaxos D Sensodyne Mclenes Panadol
  • 6. ORGANIZATIONAL STRUCTURE: GSK is a decentralized organization. Regional Heads Regional Heads Regional Heads Regional Heads GM (Asian) Vice President (Local) Head SBU Sales manager Zone1 Sales manager Zone2 Sales manager Zone3 Sales manager Zone4 Regional Sales Manager Medical Service Executives Trade Sales Executive CEOCEO
  • 7. PERSONNEL PLANNING: GSK ensures that they have right people and decide which positions to be filled and how to fill them. SUCCESSION PLANNING: Forecasting method used for personnel planning Avoid external hiring for the upper level positions. GSKs employee turnover rate is Low. GSK employees work in a high performance work system.
  • 9. JOB DESCRIPTION AND SPECIFICATIONS:
  • 10. Methods used for data collection and the parties involved: Questionnaires Interviews RECRUITMENT DRIVE: External and internal hiring External hiring is more abundant GSK has centralized recruiting METHODS USED FOR EXTERNAL HIRING: Newspaper ads(twice a year) Own website Reference hiring INTERNAL HIRING: For internal hiring they use a comprehensive intranet system by which willing employees apply, the basis for this are coaching assessment marks and quiz marks.
  • 11. SELECTION PROCESS: TEST CONDUCTED: IQ and aptitude tests Job related tests(group discussions) INTERVIEWS: Initial interview Final interview BACKGROUND INVESTIGATION: MEDICAL TEST: Eye sight check Blood pressure Breathing Hepatitis
  • 12. INDUCTION AND ORIENTATION OF NEW HIRING: Selected employees are requested to report at Karachi head office. All expenses of travelling and accommodation is paid by GSK. Different quizzes are conducted. Those who fail in 3 quiz out of 4, they have 6 month probation. Normal probation period is of 2 months. HR POLICIES: Leaves: Privilege (26 days with pay / no daily allowance) Casual (5-6 per year with pay / daily allowance) Medical (2 without showing medical report. After that you have to show medical report but they are paid) Maternal leaves( for female employees 3 months prior to the birth of child/ also paid) Paternal leaves(for male and female employees 7 days post child birth)
  • 13. COMPENSATION: SHORT TERM: Daily allowance/ working day TADA( travelling allowance, Mileage allowance) Parking allowance Mobile balance (1000/month) Internet devices I-pads Vehicle LONG TERM: EOBI reduction ( 1000/ year , maturity @ 60 years) Provident Fund
  • 14. HEALTH/SAFETY: Medical insurance of whole family( spouse and children) by Allianz insurance compa Medical OPD claims(postpaid) Medicine of 2000Rs without showing prescription to accounts department All the indoor medical facilities for employee and family TRAINING AND DEVELOPMENT: Refresher courses Quarterly arranged zonal refresher courses
  • 15. PERFORMANCE APPRAISALS: There are two appraisal reports which are being published in a year. FACTORS: Growth factors Area coverage Quiz marks Developmental courses Refresher courses results
  • 16. TSEs should be hired permanently as they are members of direct sales force team, by hiring them will ensure their full commitment and build their trust for GSK. Internal hiring for middle level positions also, should be promulgated. Rather than leaving the rating 5 employees at their own frequent trainings should be given to them for improvement in performance. The services of providing research facilities to Pakistans medical college must also be started.