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首页 诺华制药让生命精彩企业培训(Novartis make life wonderful, ente…

诺华制药让生命精彩企业培训(Novartis make life wonderful, enterprise training).doc

诺华制药让生命精彩企业培训(Novartis make lif…

复仇的魂魇
2019-01-08 0人阅读 举报 0 0 暂无简介

简介:本文档为《诺华制药让生命精彩企业培训(Novartis make life wonderful, enterprise training)doc》,可适用于社会民生领域

诺华制药让生命精彩企业培训(Novartismakelifewonderful,enterprisetraining)诺华制药让生命精彩企业培训(Novartismakelifewonderful,enterprisetraining)SupportingbusinessstrategyanddeepeningemploymentrelationsisthegoaloftheleadershipandthehumanresourcesdepartmentthathascontributedtothegrowthrateofNovartisabovetheaveragegrowthrateofthemarketldquo,Ifinallyseethatalldreamsblossom,andtheyoungvoicesthatchaseareloudandclearIfinallysoar,staringattentively,notafraid,wheretherewillbewind,flyfaraway”AttheFebruaryrdCCTVbestemployer'sawardshow,withthesoundof"invisiblewings,"thestaffwasfilledwithaharvestofjoyThebackgroundmusicisspeciallychosenbyMrLiZhenfu,PresidentofNovartisChina,andthelyricsalsoconveythevoiceofHR:letemployeesplantheircareerinNovartisandrealizetheirprofessionaldreamswasstillanexcitingyearfornovartisAccordingtoBeijingNovartisPharmaLtdchiefexecutiveofficerandPresidentDengJianmin'sbriefing,BeijingNovartispharmaceuticalintoachievesalesofbillionyuan,anincreaseofOrganizetalentreviewldquo:thecostoflosinganemployeeisvisible,includingthecostofthejobandthecostofthetrainingTheinvisiblecostsinclude,aftertheinterruptionofcustomercontactwithemployees,accordingtoexperience,thecustomerandnovicerunninginaboutquartersThecostofemployeeturnoverisaboutmonths'worthofstaff”JinLihua,directorofhumanresourcesatNovartis,hasaclearaccountofthecostsofemployeeturnoverOneofthedatathatNovartisiswillingtoshareisthatthecompany'sturnoverrateislowerthantheindustryaverageatForthisbeautifuldata,NovartismanagementisdoingalongandcarefuljobRetainingemployeeshasbecomeoneofthemostimportantjobsofNovartismanagementandhasdevelopedamaturesystemforthispurposeForNovartis,it'snotaspecialtrickoraspecialshortcut,butathingthatrequiresmanagerstodevotetheirtimeandenergyEveryyear,Novartisstartstheprocessoforganizingtalentreviewsatthebeginningoftheyear'sperformancegoalsNovartisisaleadingmultinationalgroupintheglobalpharmaceuticalandhealthcareindustries,rankingamongthetopcompaniesintheworldThecompanyisheadquarteredinBasel,Switzerland,operatesinmorethancountriesandregionsworldwide,aboutemployeesTheorganizationofpersonnelreview,infact,istheorganizationofpersonnelinventoryTheorganization'stalentreviewhascreatedacompletesysteminnovartisInthepersonnelstructureofPyramidstyle,fromtheseniormanagerstothegrassrootsmanagers,thecompanyhasasetofoperationalstandardsfortheorganizationofpersonnelreviewpracticeIncludedinthe“talentreview”thekeypersonnelinthelinemanagerandhumanresourcesdepartment'ssupport,givingtheanalysisandevaluationoftheirstrengthsandweaknesses,anddiscusstheirdevelopmentdirectionandlinemanager,determinetheirpotentialevaluation,finallydeveloptheindividualdevelopmentplan,andlogontotheonlinetalentmanagementsystemLinemanagersareresponsiblefordiscussingtalentatexecutivemeetingsandpresentingsuccessionplansThehumanresourcesdepartmentwillthenarrangetalentdevelopmentprojectsofkeypersonnelandcooperatewithlinemanagersfortalentdevelopment,includingpostandonlinetraining,onthejobtraining,internaltrainers,externalconsultantscounseling,assessmentandfeedback,especiallythedevelopmentofprojectandjobrotationetcEachquarter,Novartis'skeyexecutivesaroundtheworldtaketimetosittogetheranddiscussaroutineandimportantthing:thenextlevelofmanagementsuccessionIsthereajobvacancyHowaboutthecandidatesWhowillbethemostsuitablecandidateWhyHow'shisperformanceDoyouhavethepotentialWhatkindofimprovementisneededSimilarworkisbeingdoneinChina,ineverydepartment,andamongmanagersatalllevelsThisisthemanagement'squarterlyroutine:talkingaboutpeopleThefrequencyissohighthatNovartismanagersputinalotoftimeandeffortThisformstheuniquecorporatecultureofthecompanyForthehumanresourcesdepartment,thecompany'ssalesrepresentativesarethefocusoftheirattention,becauseatthegrassrootssalesrepresentatives,therewillbemorethanrepresentativeshavetheopportunitytoupgradeMorethanyoungsalesrepresentativeswithacertainpotential,afterseveralyearsofworkaccumulated,havetheopportunitytobepromotedtoseniorsalesrepresentativesandhigherpositionsThisisoneofthecareerpathsthatthehumanresourcesdepartmentplansforthemandprovidesopportunitiesforthemtoparticipateinrelevantlearning,trainingandtestingForasalesmanager,Novartisismoreconcernedwiththequestion:whatwouldyoudoifyoursubordinatesencountereddifficultiesinthemarketingprocessTherepressivemanagementstyleiswhatthecompanyisagainstNovartisismorewillingtohearhowmanagerscanhelpandguidetheirsubordinatesinsolvingproblemsNovartisdoesnotadvocatemanagersmustbehandson,becomeabeeteamleader,butIhopetheyputthemanagementmentality,willingandabletohelpsubordinatestogrowForthisreason,thecompanylaunchedcorrespondingtrainingformanagersUndersuchasystemculture,managersvolunteertheireffortstotraintheirsubordinatesaccordingtotheirownworkarrangementsTheselectionofpeopleateachleveliswhatmanagersneedtodo:sitdownandtalktoemployeesandhelpthemsolvetheproblemstheyfaceduringtheirgrowthTheproportionofNovartismanagerspromotingtheirpositionsisencouraging:atleast,thesalesmanagementteam'sinternalrateof,suchahighproportionofthegrowthofconfidenceandinspirationtotheinternalstaffEffectivecommunicationobjectivesEffectivelycommunicateorganizationalgoalstoemployees,whichisanimportantdriverofNovartis'shumanresourcesdepartmentThisisnotonlythegoalofchangemanagement,butalsothelawofensuringthesmoothprogressoforganizationalchangeAfterjoiningNovartis,JinLihuaexperiencedtwoimportantorganizationalchangesIn,afterJinLihuajoinedNovartis,heactivelyparticipatedintheadjustmentoforganizationalstructure,supportedthedepartmentsclosertothemarket,andthesalesteamarrangedmoretargetedJinLihuatookhiscolleaguesflyingtoShanghai,flyingtoGuangzhou,busymeeting,frequentlyfindpeopletotalkTheconversationrevolvedaroundchangeandbeganachangemanagementEmployeeswillfirstbeasked:"“doyouknowwhatthisadjustmentisabout"”Whatfollowsistheworkthathumanresourcescolleaguesneedtocommunicate:whatimpactdoeschangehaveonyouWhatchangeswillitbringTheoriginalorganizationalstructurewheretheefficiencyisnotenough,needtoimprove,etcTheycommunicatedandsupportedtheadjustmentthroughdetailedcommunicationThehumanresourcesdepartmentparticipatesinandpromotestheadjustmentoftheorganizationalstructureIntheoperationoftheorganizationreform,inaccordancewiththeusualpractice,thecompanydeterminestheorganizationalframeworkandteamleader,habituallywalkdownfrom,suchasthefirstselectedhigherrankmanagers,andthenstepdownpeopleThus,asensitivephenomenonemerged:whentheseniorlevelcandidatewasdetermined,theleaderwantedtoidentifyhimselfInthisprocess,itisinevitabletoappearsomenonstandardmovementsThemanagementnoticedthisinstinctivereactionInthesecondorganizationalstructureadjustment,personnelselection,focusingontwoprinciples:Thepersonnelallocationfollowstwoprinciples:first,considerthelowestlevelofinterruptionwithcustomers,andminimizetheimpactonbusinesstwo,combinewiththeemployee'scareerdevelopmentplanThroughouttheprocess,JinLihuaandhercolleagueshavebeeninclosecontactwiththesalesdepartment,andthetopichasalwaysbeenaroundldquoHowdoyouneedtoadjusttothemostprofitablebusinessdevelopment”Inordertoavoidthepresenceof"ldquo"and"edgerdquo"inthehandover,thecompanyhaslaiddownanironrule:duringthehandovertime,Ifthereisaproblem,bothpartiesshouldbeheldresponsibleAlthoughthehumanresourcesdepartmentisinarelativelystablepositioninthecorporatesector,therelativelyfirmrocksectorfluctuatesasthecompanyisinadifferentlifecycleForthisindustryphenomenon,JinLihua'sattitudeis:“HRtothecompanyhassufficientsenseofidentity,shouldnotchoosethecompany'slifecycleHRshouldbeinarelativelyforwardlookingpositioninthecompany'slifecycle”Asfortherelationshipbetweenthecompany'sbusinessoperationsandhumanresourcesmanagement,herunderstandingisthatwhenthecompanyisinadifferentlifecycle,differenthumanresourcestoolswillplayadifferentroleJinLihuastressedthatthehumanresourcesdepartmentshouldvaluethecompany'sbusiness,finditslawsandoperationWhenabusinessisrestructured,forexample,thesaleoffactories,layoffs,restructuringwillensueHRneedstobepreparedinadvancetodeterminewhoisabsolutelynotlost,whoneedstobekeptintheinterim,oratleastmonthstostayAsthecompanypreparesforlargescaleexpansionandbusinessdevelopment,humanresourcesneedtobeactivelypreparedtofocusonchangesandprioritiesldquo:therewillbenobiggapincorporateculture,andthereisaneedtomaintainsustainability,”ConsiderateemployercultureNovartishasgoneoutofthewayandmadethecompanyfeelsorryAfteranalyzingthesalarystructureofthecompany,thehumanresourcedepartmentfindsthatthecompany'soverallsalaryisbasicallykeptatthesamelevel,butthereisnotmuchdifferenceSo,JinLihuaproposedtogivesomeadjustmentinterval,thedistanceopened,showingaechelon,changetheoriginallevelgapisrelativelyshortBythiskindofadjustment,itbringsmoremotivationandvitalitytotheteamWhenhiring,NovartishasfacedmanyproblemswithHR:eitheritcan'tberecruitedorthelevelofincomingpeopleisunevenJinLihuabelievesthatthelackofflexibilityinjobpaycanleadtosuchrecruitmentproblems“hiringpeople,themostimportantthingistoseehislearningability”thehumanresourcesdepartmenthasbeguntodevelopsalaryflexibilitywithintherangeofthemarket,basedonthespecificcircumstancesofthecandidatesAtNovartis,thereisaldquothathasbeenrunningformorethantwoyearsSailingprogram”Inordertoreservetalent,Novartisbeganldquoin,sailingplan”Eachyear,aboutcollegestudentsareluckytobethetargetoftheNovartisinternshipprogramThegraduatesfromprestigiousinstitutionsandmedicalschoolsattendtheprogramevery~monthsoftheyearAttheendoftheinternshipperiod,ofthegraduateschosetostayinNovartisforfurtherdevelopmentTwoorthreeyearslater,oneofthebestofthemjoinedthemanagerBeijingNovartisCEOandPresidentDengJianminisnotonlyaChinese,andhewasanemployeeintheenterpriseobtaintheconsiderabledevelopmentmodel:hestartedfromthesalesrepresentative,hasbeendoneatpresentpositionInhisidea,managementplusserviceishisorientationtothemanagerPersonnelmanagementandculturaldevelopmentarefrequentlytalkedaboutbythepresidentJinLihuaalsotakestimetotalktoteamemployeesEverytimebeforetalkingtoherthistalkasgeneraldirectorofthesmoothfreelyflowingstyleofwriting,shestillneedtoconsideralowerreleaseintheheart:whatshouldIsayHowtoencouragehimIntermsofemployeecommunication,NovartisisstandardandconsiderateandseeksmanychannelsforeffectivecommunicationbetweenmanagementandemployeesLeavingNovartisislikelytoreceiveacallfromaconsultingfirminmonthsItturnedouttobetheseconddepartureinterviewformNovartischoseInordertomaketheexitinterviewmorestandardized,letthecompanymanagementaspossibleaspossibletogettheideaoftheemployees,Novartiscommissionedthirdpartycompaniestointerviewemployeesaftersixmonths'departureNovartiswillsharewiththetopmanagementsomeoftheinformationreflectedbythedepartingemployees,discusshowtoimprove,andthenfeedtheinformationbacktothenetworkandletemployeesknowTheBeijingNovartisPharmaLtdhaswontheannualbestemployersChinaHewittaward,theannualbestemployersinbyCCTVLeisureandcomfortarenotthejobsofNovartisHRBusytopay,inexchangefortheDepartment'ssupportforbusinessstrategyisaffirmed,aswellasforthenextyearslaidasolidfoundationfordevelopmentTheycreatevalueinacaringatmospherePerformance(Performance)WhatisperformanceTheword"performance"comesfrommanagement,anddifferentpeoplehavedifferentunderstandingofperformanceSomepeoplethinkthatperformancereferstotheefficiencyandeffectivenessofworksomepeoplethinkthattheperformanceisthatafterworkbehavior,assessmentmethodsandresultsmorepeoplethinktheperformancereferstotheemployee'sworkresultsisreachedwithbenefit,withcontributionofcorporategoalsinthemanagementoftheenterpriseisoftenintheevaluationofhumanresourcesPerformanceistheeffectiveoutputoforganizationsatdifferentlevelsinordertoachievetheirgoalsTosumup:performanceisthecombinationofachievementandeffectiveness,andistheobjectivebehaviorofworkbehavior,mode,resultandtheobjectiveeffectinacertainperiodInanenterprise,employees'performanceisembodiedinquantity,quality,cost,andothercontributiontotheenterpriseCharacteristicsofperformanceIthasmanyfactors,suchasmultidimension,multidimensionanddynamic,multifactorialBecauseoftheimpactofthatisaperson'sperformancedependsonmanyfactors,includingtheexternalenvironment,opportunities,personalIQ,EQandithastheskillsandknowledgestructure,andenterpriseincentivefactors,multidimensionalMultidimensionalistosaythataperson'sperformanceshouldbeanalyzedfromseveralaspectsandperspectivesInordertoobtainmorereasonable,objectiveandeasytoacceptresults,dynamicDynamic,thatis,theperformanceofapersonvarieswithtimeandposition

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诺华制药让生命精彩企业培训(Novartis make life wonderful, enterprise training)

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