HR Report Abbott

8/2/2019 HR Report Abbott

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Training & Development in Abbott laboratories(Pakistan)L

Human Resource Management

Finl projectTraining And

Development

Name KaramHussainRegistration No.L1F08bbam2075Section C

PROF ADNAN WASEM


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Training & Development in Abbott laboratories(Pakistan)Ltd.

TABLE OF CONTENTSA) EXECUTIVE SUMMARY.1

B) INTRODUCTION ......................2

a) Introduction to the Project

b) Methodology

c) Purpose

C) The COMPANY ..........................3

a)Abbott laboratories(Pakistan)Ltd

b)Vision

c)Mission

d)SOME PRODUCTS

D) TRAINING &

DEVELOPMENT............................................................4

a)Training

b)A Learning Organization

c)High Leverage Training

d)Identification of Training

e)Performance Management

d)Performance Appraisal

e)Performance Feedback

e)Local Training

f)Global Training

F) DESIGNING TRAINING

ACTIVITIES.............................................7


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a)Designing Training Activities

b)Ensuring Employees readiness for Training

c)Creating a Learning Environment

G)DEVELOPMENT.....................................................................

.............8

a)Demotion

H)CONCLUSION.............................................................................1

0

I)

RECOMMENDATIONS....................................................................11

EXECUTIVE SUMMARY

This project is about the training and development being done at

Abbott laboratories(Pakistan)Ltd. In this report we have gathered

information about the all the HR practices, which are being

implemented at Abbott laboratories and explained them briefly.

This project entails information about different steps taken to

make training successful, how different programs are designed,

and different training methods being followed, how the

employees are evaluated before and after the program and the

evaluation process of the training program it self. In this project

we have also studied how they go about identifying the

employees requiring training and making sure that they cover


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their deficiencies. In the end we have made some

recommendations on the basis of what we have observed and

what needed to be brought under notice to every one as well. We

also study about how they facilitate development of employees

and how much significant employee development is to Abbott

laboratories. No doubt it has a massive training and development

setup and it has been look after really well keeping in view the

drastic changes all around the world but still there are a couple

of areas that need to be overcome which will obviously make the

organization grow even further.


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I NTRODUCTIONIntroduction to the ProjectThis project entails the HR practices, which we have studied in

Human Resource Management. Here we have to select an

organization and study the HR practices that are being followed

there and studying one in detail.

MethodologyDuring the project we had to gather both primary and secondary

data. In case of Primary data we had a telephonic interview with

HR Manager of Abbott laboratories(Pakistan)Ltd, Lahore that

helped us . For the collection of secondary data we visited

different websites and consulted our book.

PurposeThe main purpose of this project is to find out how different HR

Practices are being implemented in different companies in the

country. This will help us to understand our course in a better

way. We will also give certain suggestion on the basis of our

observations.


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The C OMPANYAbbott laboratories(Pakistan)LtdAbbott's core businesses focus on pharmaceuticals, medical devices and

nutritional products, which have been supplemented through several notable

acquisitions. The firm currently divides itself into several divisions:

Aimal health:Anesthesia for animals and other veterinar products

Diabetes care:Glucose monotorining devices and medicines

Diagnostics:Hmatoogy

Molecular :Analysis of DNA and RNA and proteins at molecular level

Nutrition:Baby nutritions.

VisionTo improve lives by providing cost-effective health care products and services.

Mission. The mission of Abbott is to advance in science and technologies in order to improve

health and the practice of health care. They value their diversity of products,

technologies, markets, and people. Abbott focuses on exceptional performance to earn

the trust of those they serve and to sustain their success.

Some Products


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TRAINING & DEVELOPMENTTrainingTraining refers to a planned effort by a company to facilitate the

learning of job related knowledge, skills, or behavior by

employees.

A Learning OrganizationAbbott laboratories is a learning organization in which the

employees are continuously attempting to learn new things and

apply what they learn to improve product or service quality. It

also requires employees to understand the entire work process

and expects them to acquire new skills, apply them on the job

and share what they have learned with other employees. The

people working at Abbott laboratories are very willing to learnnew things and apply those new concepts on their work in order

to be expert in their field of work.


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High Leverage TrainingAt Abbott laboratories high leverage training is followed whichis linked to strategic business goals and objectives, is supported

by top management, relies on an instructional design model to

ensure the quality of training and to contain costs, and is

compared or benchmarked to programs in other organizations.

Everything related to training like:

o Selection of trainee

o Time length of training

o Venue

o Training program design

o Local training or global training etc.

Cost of training is the most important issue that is to be solved.

Cost of the program is finalized after the permission from the

Director, after deciding the budget for the whole process the

points mentioned above come into play but it should be kept in

mind that it all happens with the consent of the Director.

Identification of TrainingAbbott laboratories has got this performance managementsystem through which it defines performance, measures


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performance, which is also called performance appraisal and

feeding back performance information.

Performance ManagementT he m e an s th ro ug h w h ic h th e m a na ge rs e ns ure t ha te m p lo ye e s a c t i v i ti e s a re re la te d w i th th e o rg a n i z a t io n sg o a ls .

Performance AppraisalT he p ro c e ss th rou gh w hic h a n o rg an iz a t ion g e tsi n fo r m a t io n o n h o w w e l l a n e m p l o y e e i s d o i n g h i s o r h e rjo b .If the performance of the employee is not according to the

requirements of the company or he is lacking in some field then

that person is trained so that he should be able to work

according to set standards of the company.

Performance FeedbackTh e p ro c e ss o f p ro v id in g e m p lo ye e s i n f o rm a t io nre g a rd in g th e i r p e r f o rm a n c e e f f e c ti ve n e ss .

The performance management system actually makes sure that

the performance of the employees are in with the organizations

goals and if there is any deficiency in the employee or there is a


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gap between the expectations of organization from the employee

and employees performance then to fill that gap the employee is

given the necessary training.

Its not necessary that training is given to the employees who

have deficiency in performing their job but there are some basic

courses which every employee has to undergo even those who

are proficient in their jobs. Then there are some courses, which

an employee has to go through which helps him or her to perform

the current job with maximum effectiveness and proficiency.

Local TrainingLocal training means to send employees for necessary training

within the boundaries of that particular country. Abbottlaboratories Ltd. has a training log which means that for localtraining they send their employees to different universities like

LUMS and NCA when different courses relevant to a persons jobare offered. These courses include time management courses,

courses of brand managers etc. Abbott laboratories onlyconsiders these couple of high profile universities and ignores

the offers it gets from other universities or business institutions

like PIMS (Pakistan Institute of Management Sciences).

Global Training


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Global training means to globally train the employees by sending

them abroad.

Abbott laboratories follows this process as well. For thispurpose it has set up a Global Academy at Sweden where theemployees are trained. Not only it send its employees to the

academy but also it sends them to different seminars and

exhibitions conducted in other countries like Germany, Egypt,

and Sweden etc. To get selected for that obviously you have to

perform really well. International conferences of Abbottlaboratories are held as well and for training purposes theysend their employees to those conferences so that they gain

experience, polish their skills and broaden their knowledge and

vision by interacting with experienced people.

Designing Training Activities

1. Needs AnalysisThe first step at Abbott laboratories in order to design thetraining activities is needs assessment, which refers to the

process, used to determine if training is necessary. Although

there are some basic courses, which are necessary for every

employee to learn, but there are some courses which require

needs assessment because they are for a particular job, to


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enhance low employee performance, job re-design or employees

lack of basic skills, to improve technical skills etc.

2. Ensuring Employees readiness for TrainingThe second step in the training design process is to evaluate

whether employees are ready to learn. Readiness for training

refers to whether

o Employees have the personal characteristics (ability,

attitudes, beliefs, motivation) necessary to learn program

content and apply it on the job.

o The work environment will facilitate learning and not

interfere with performance.

Creating a Learning EnvironmentAt Abbott laboratories the HR Manager before sending theemployee for necessary training makes sure that he or she

knows what is the purpose of the training program, what is

expected of him or her and why is this program significant to

learn. This helps the trainee to know where exactly he can apply

those things on the job. At Abbott laboratories most of thetraining programs are designed keeping into consideration the

employees current job so that it is meaningful for the employee

and he does not lose interest and get better with the training.


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When an employee at Abbott laboratories is sent to aninternational conference, seminars, exhibitions as a part of

training he learns by observing others and interacting with

experienced people. Constant feedback is also given to the

employee so that he knows that he is not derailing as far as his

performance is concerned.

DEVELOPMENTDevelopment refers to the acquisition of knowledge, skills and

behaviors that improve an employees ability to meet changes injob requirements and in client and customer demands.

At Abbott laboratories for employee development theyconduct various tests like personality tests etc. These tests

prepare the employees for the future and make them overcome

their deficiencies.

At Abbott laboratories there are three levels: Director

Executive

Managerial

For the development of the employee they give tasks and

assignment to each level and also they switch assignment for

example giving an assignment to an executive, which will be for

a director and vice versa. In other words we can say that at

Abbott laboratories there is a tradition of upward- downward-lateral moves. Lateral moves being rotation of employees along

the same level to make them learn different tasks and

assignment which is also called job rotation.


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DEMOTIONJob rotation policy is used in Abbott laboratories. They shiftthe workers from time to time, change their assignments and

tasks in order to give them experience and keep them motivated.

If a person has to perform a same task again and again he might

well feel dissatisfied from the job, bored and might not give his

100%. In order to keep them motivated and get the best out of

their employees job rotation policy helps Abbott laboratoriesimmensely.

Promotions can also play a very vital role in keeping theemployees satisfied with their jobs. Promotions can work as a

tool to encourage the employees to work even more hard. When

employee will know that he has the chance to be promoted he

will perform extra ordinary, which will ultimately help the

organization.


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CONCLUSIONOverall training at Abbott laboratories on the basis of what

we have noticed is very impressive specially the variety of

training programs and training methods they have been

conducting. There are a couple of aspects, which are needed to

be covered, but keeping in view their massive setup one cannot

deny the performance of their employees and the organization it

self. This organization is not only taking big steps in the training

and development process but also focusing on other HR

practices as well which obviously encourages the employees to

work with more zeal and zest in order to make a name for

themselves and also to pay back the organization from what they

have learnt and gained here. The credit surely goes to Abbottlaboratories because they not only hire experiencedcampaigners but also young graduates who are raw in their

particular fields and polish their skills to the extent that they

have made this organization almost invincible specially in

Pakistan where we hardly see any competitors of Abbottlaboratories because of the enormous market share and growthit has been gaining for so many years.


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RECOMMENDATIONSo Training methods focusing on group activities should be

given importance as well.

o To evaluate the training program generally they just take

feedback from the trainee, which at times may not be

reliable.

o Training sessions which are conducted in the class rooms

should be more interactive as in there should be more

participation on the part of trainees and they should be

more discussions based.

o There should be less training sessions conducted in the

office environment. They should be conducted in a hotel

etc.

o A trainee should be sent to a relevant program, it should not

happen that a person from a finance department is going to

a marketing training program, which will create conflict

between the personal and also discourages the deserving

person.


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Documents

HR Report Abbott