...Design of Career Paths and integration into talent management system of Janssen Pharma Arun Vigneswaran M Ist Year M.A HRM&LR Contents: INTRODUCTION A career path is the sequence of work positions or roles that a person holds over the span of life time..The fundamental components of a career path are a sequential list of roles, Qualifications, Critical Developmental Experiences (CDE), Competencies, Organizational perspective. The potential and promise of career paths lie in the dynamic part of career and talent management.. Career paths factor in mobility and embeddedness and to what extent they play a role in career success. In the contemporary organization concepts of boundryless careers are emerging and needs to be factored in for a comprehensive career path. A career path can be harnessed to maximize both individual and organizational potential and can be used to achieve important business outcomes by aligning with a variety of HR processes and systems. In this project we have tried to find how career paths are designed in any organization and further how it can be customized for MAF, BD division of Janssen Pharma. Career paths have become an important part of talent management and is used extensively during promotion, retention, exit, future planning. We have also tried to identify how career paths can be harnessed by the talent management team and used to solve some of the current problems like attrition, stagnation. CONCEPTUAL DESIGN OF CAREER PATHS In...
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...Clinical Case Study Assignment 2014 Jennifer Ahonen Cambrian College a00050951 BSN 2144: Nursing Practice Frances Carvalho & Jillian Smythe March 21, 2014 Clinical Case Study Assignment 2014 The purpose of this paper is to utilize the data collected in the Gordon’s Functional Health Patterns Assessment Tool (Appendix A). After data collection, it will be analyzed and a priority nursing diagnosis will be used to make a care plan (Appendix B). Patient X is an 82 year old male, who presented to the emergency department from his home at Extendicare York with a fever of 38.9 degrees Celsius, a blood pressure of 75/40 mm Hg, blood glucose level of 3.7, diaphoretic and a three day history of diarrhea, nausea and generalized weakness. The admitting diagnosis for this 82 year old male was Pneumonia. Pneumonia is an acute inflammation of the lower respiratory tract due to an infectious agent that impairs gas exchange due to alveolar edema and congestion (Thiem, Heppner, & Pientka, 2011). There are many factors that predispose individuals to pneumonia; however, in the case of this patient the predisposing factors are age and the presence of chronic diseases. The patient’s complete history and demographics can be found in Appendix A. The classic clinical manifestations of pneumonia consist of a temperature above 38 degrees Celsius, diaphoresis, cough, and shortness of breath, chest pain, tachycardia, purulent sputum, fatigue, nausea, vomiting, and diarrhea (Thiem, Heppner...
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...ASSIGNMENT 1 BEST OF BREED versus ERP SYSTEMS (BCO6603) PRESENTED BY YOUSUFATA Student ID: 4438319 Victoria University Introduction If the organization software world (logistics , manufacturing , HR , Finance ) Held any competition for the premium software solution , it would make up a list such as SAP , Oracle and Infor as ERP System versus Best –of-breed vendor Manhattan Associates ,i2 and High ,Jump.(Patridge,2007) ERP maybe the best available but Best-of-Breed system is minimizing the Gap lately and the selection process for consumers become more hard as what system to choose. (Amy Patridge, 2007 ) Best Of Breed System Best of breed systems are customized system or applications which are designed for the individual department of the organization (e.g , Pharmacy Information system , ware house distribution , laboratory system , radiology system). Each system built on the particular department data of the company or firm which is customized to meet the needs of external and internal users for more efficient out come(Stacey,2010). Best of Breed system provide expert solution for specific issues in individual organization business modules, for example a general practitioner or a specialist for your medical problem ,Best of breed work as specialist for specific business module(Moffit,1998). Advantages of Best Of Breed System According to (Stacy,2010) , the benefits of Best of Breed system are , * Once the system implemented, it take...
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...the problems the Cullen creative cooking Pty Ltd is facing and will priorities them on the bases of most urgent. It will include the modified organizational structure of the company, along with the as-is and to-be diagram. It also provides an insight to the project scoping diagram and will provide possible solution for the company. Based upon the report their will be some recommendation for the company in order to improve their business Table of Contents 1. Business process management (BPM) and strategy 4 2. Problem Analysis 5 Fig 2.1 Project scoping diagram 6 3. Proposed solution 6 Fig 3.1: As is diagram 7 3.2 To be diagram 8 4. Solution considerations: 9 Fig 4.1 modified organization chart 10 4.2 What changes to be made? 10 4.3 How to do it 11 4.4 Common areas of cost 11 5. Recommendations 12 6. References 13 1. Business process management (BPM) and strategy BPM is a way to connect and integrate all the business processes in such a way so as to determine the additional performance improvement. While some might refer it to as an analysis of the value chain.(Singh 2012) All these will helps the Cullen creative cooking Pty Ltd to manage their problems and to achieve the goals .A company that adopts BPM gets its advantage in many ways: This will reduce the cycle time to make and deliver new products which will ultimately improve the customer service. Also, provides the information which will help...
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...The purpose of this research paper is to define the most difficult challenges of international human resource management, such as cultural diversity and the problem of managing people in different cultures and environments, convergence and divergence and the variety of international organizational models that exist. This paper proves that human resource managers of global organizations can not afford to ignore challenges of international human resource management, in order to ensure company’s success. Moreover, this work focus on investigating the correlation between these problems, that also must be understood. During the past fifty years, technological advances in transportation and communications have spurred the pace of globalization. Many companies envolved from being purely domestic to becoming truly global. The first step in this evolution might be to export goods for sale in one or two foreign markets. The next step might be to manufacture those goods overseas because it is more efficient than shipping products thousands of miles to foreign markets. Setting up all those complex operations to enter a foreign market change the companies that eventually envolve into multinational enterprises. Although developing international business increase the requirement for understanding ways in which companies operate effectively on a global scale. In order to become successful in the global, competitive business world, firms must overcome certain challenges. Globalization influences...
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...other party will deliver on their promises (Rousseau, 1989, as cited in Braekkan, 2012). The management of performance is a major element in determining the psychological contract within an organization, particularly in circumstances of change. (Stiles, Gratton, Truss, Hope-Hailey, McGovern, 1997) Global forces have placed performance at the heart of the employment relationship. Simultaneously, performance management has become, at least implicitly, Human Resources Managements primary goal for strategic purposes (Davila & Elvira, 2007). Performance management as defined by (Storey and Sisson, 1993) is usually taken to comprise three key elements: (i) the setting of objectives, derived from corporate and business unit (or divisional) strategies; (ii) the evaluation of performance; and (iii) the linkage between evaluated performance and development and rewards, in order to reinforce desired behaviour (Stiles et...
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...multinational companies since 1985. Square Pharmaceuticals Ltd. is now on its way to becoming a high performance global player. SQUARE today symbolizes a name – a state of mind. But its journey to the growth and prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player. Chronology since Inception 1. 1958: Debut of Square Pharma as a Partnership Firm. 2. 1964: Converted into a Private Limited Company. 3. 1974: Technical Collaboration with Janssen Pharmaceutica, Belgium, a subsidiary of Johnson and Johnson International, USA. 4. 1982: Licensing Agreement signed with F. Hoffmann-La Roche Ltd., Switzerland. 5. 1985: Achieved first position in the Pharmaceutical Market of Bangladesh among all national and multinational companies. 6. 1987: Pioneer in pharmaceutical export from Bangladesh. 7. 1991: Converted in to a Public Limited Company. 8. 1994: Initial Public Offering of Square Pharmaceutical Shares. 9. 1995: Chemical Division of Square Pharmaceuticals Ltd. starts production of pharmaceutical bulk products (API). 10. 1997: Won the National Export trophy for exporting pharmaceuticals. 11. 1998: Agro-chemicals...
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...Effective HR systems: The impact of organizational climate and organizational strategy on strategic behaviour Industrial and Organizational Psychology Bachelor Thesis Student: Ludwig Fritzsch 0095605 Docents: Prof. Dr. Karin Sanders Drs. Ivy Goedegebure University of Twente Enschede, 30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar’s work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate. Abstract This paper investigates which configurations of organizational climate and organisational strategy lead to strategic employee behaviour which is crucial for organizations to reach their goals. Based on literature research and empirical research in five companies in the technical sector in the area...
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...Eastern Michigan University DigitalCommons@EMU Master's Theses and Doctoral Dissertations Master's Theses, and Doctoral Dissertations, and Graduate Capstone Projects 5-13-2003 Human Resources Practices in Corporate Culture Communication: A Case Study of Johnson & Johnson Flavia Xavier Follow this and additional works at: http://commons.emich.edu/theses Recommended Citation Xavier, Flavia, "Human Resources Practices in Corporate Culture Communication: A Case Study of Johnson & Johnson" (2003). Master's Theses and Doctoral Dissertations. Paper 4. This Open Access Thesis is brought to you for free and open access by the Master's Theses, and Doctoral Dissertations, and Graduate Capstone Projects at DigitalCommons@EMU. It has been accepted for inclusion in Master's Theses and Doctoral Dissertations by an authorized administrator of DigitalCommons@EMU. For more information, please contact lib-ir@emich.edu. HUMAN RESOURCES PRACTICES IN CORPORATE CULTURE COMMUNICATION: A CASE STUDY OF JOHNSON & JOHNSON by Flavia Xavier Thesis Submitted to the Department of Management Eastern Michigan University In partial fulfillment of the requirements For the degree of MASTER OF SCIENCE In Human Resources Management & Organizational Development Thesis Committee: Stephanie Newell, PhD, Chair Mary E.Vielhaber, PhD Diana Wong, PhD May 13, 2003 Ypsilanti, Michigan iii DEDICATION To God who has been a blessing my life with my beloved husband, Luis Felipe. iv ...
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...Project code: 9273 M1 Report Word limit/Words Covered: 5000/5079 Research Report Title: LEADERSHIP AND MANAGEMENT ACROSS DIFFERENT CULTURES - HOTEL LEICESTER MARRIOTT, UK http://issuu.com/sanjaykumarguptaa/docs/project-report-recruitment-and-selection-process Table of Contents Introduction 1 Introduction to subject area 1 Background of the study 1 Literature Review 3 Critical evaluation of leadership theories 3 Compare and contrast of leadership style across different cultures 6 Critical evaluation of motivational theories 7 Compare and contrast motivational techniques across different cultures 8 Critical evaluation of theories for managing cultural diversity 9 Secondary research method 10 Primary research method 10 Interview 10 Findings and Discussion 11 Findings from secondary research 11 Managing diversified customers 11 Recommendations and Conclusion 13 Conclusion 13 Recommendations 13 References (Harvard Style) 17 Introduction Introduction to subject area It is a well known fact that success of the hospitality industry depends on the high quality services provided to the customer. It is the responsibility of the leaders to motivate and inspire employees to deliver a higher quality services for the success of the organization. With the increasing globalization, the leaders in the hospitality industry also come across through different challenges. Employees from diverse background...
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...EALTHY FUTU R E S 2015 GOALS & PROG R E SS U.N. G LOBAL COM PACT DATA S U M MARY G R I I N DEX 2 Letter from Our Chairman & CEO 52 Labor Practices & Workforce Guide to the Icons 4 Successes & Challenges 55 Employee Retention, Development & Recruitment 9 Organizational Profile 58 Compensation 10 Report Profile 58 Diversity & Inclusion The icons below help to communicate the scope and boundary for each topic covered in our report. They represent the audience and locations throughout the world impacted by our business segments or enterprise. 11 Citizenship & Sustainability 59 Political Contributions, Public Policy & Lobbying Citizenship & Sustainability Strategy Our Strategic Framework 62 Intellectual Property 13 Our Citizenship & Sustainability Materiality Assessment Process 62 Stakeholder Engagement 15 Advancing Human Health & Well-Being 16 Global Health 18 Access to and Affordability of Health Care 21 Product Pipeline 22 R&D and Clinical Trials 24 Innovation 26 Market Access 27 Preventing Disease and Promoting Wellness 28 Leading a Dynamic & Growing Business Responsibly 29 Strategic Leadership 29 Quality & Safety of...
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...contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management Model of strategic management Hierarchy of strategy Ethics and corporate social responsibility Business ethics Corporate social responsibility HRM in practice 2.1: Killer chemicals and greased palms Exploring corporate sustainability Strategic HRM HRM and globalization: Business...
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...and more Canadian-based companies are conducting their business in other countries. Huge global companies like Noranda, Labatt’s, and Molson’s have long had extensive overseas operations. Global changes such as the rapid development of demand in the Pacific Rim and other areas of the world means that business success depends on the ability to market and manage overseas. Of course, to foreign companies like Toyota, Canada is “overseas,” and thousands of foreign firms already have thriving operations in Canada. Increasingly, companies must be managed globally, which confronts managers with several challenges. First, the number of their employees abroad has increased. With more employees abroad, HR departments have had to tackle new global challenges. Three broad global HR challenges that have emerged are as follows:1 • Deployment. Getting the right skills to where they are needed in the organization regardless of geographical location....
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...EAST WEST UNIVERSITY Employee Turnover and organization Productivity in the context of Pharmaceuticals industry Organization Behavior (MGT 251) 7/20/2014 The document is on Employee turnover and organizational productivity of Square Pharmaceuticals, discussing various condition of employee turnover rate and the effect of that on the productivity level. An Assignment on Employee turnover and organizational productivity in the context of pharmaceutical industry. Course Code: MGT-251 Course Title: Organizational Behavior Section: 3 Submitted by Glen Archan Karmakar 2012-2-10-061 Asif Zubair 2012-2-10-066 Sazzad Ahmed 2011-3-10-048 Clinton Peter Gomes 2012-2-10-062 Abdul Momen Noman 2012-1-10-112 Sabbir Newaz 2010-1-10-267 Submitted to Rumana Afroz (RUA) Senior Lecturer Department of Business Administration Date of submission July 20, 2014 Rumana Afroz (RUA) Senior Lecturer Department of Business Administration Subject: Submission of the Report on “Employee turnover and organizational productivityin the context of pharmaceutical industry”. Dear Madam, Here is the report on the observational study of employee turnover in the context of pharmaceutical industry that you asked us to conduct in July, 2014. While preparing the term paper, we have tried our best to privide all the necessary information that will give a vivid scenario of our work on the topic mentioned above. We have gathered all...
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...Business More and more Canadian-based companies are conducting their business in other countries. Huge global companies like Noranda, Labatt’s, and Molson’s have long had extensive overseas operations. Global changes such as the rapid development of demand in the Pacific Rim and other areas of the world means that business success depends on the ability to market and manage overseas. Of course, to foreign companies like Toyota, Canada is “overseas,” and thousands of foreign firms already have thriving operations in Canada. Increasingly, companies must be managed globally, which confronts managers with several challenges. First, the number of their employees abroad has increased. With more employees abroad, HR departments have had to tackle new global challenges. Three broad global HR challenges that have emerged are as follows:1 • Deployment. Getting the right skills to where they are needed in the organization regardless of geographical location. • Knowledge and innovation dissemination. Spreading state-of-the art knowledge and practices...
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