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

Contacts 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 feedback

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
feedback)
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 Feedback

STEPS INVOLVED IN 360

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

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 terms 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 companys 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!