47613548 hr-report-abbott

Training & Development in Abbott laboratories(Pakistan)L

Human Resource Management

Finl projectTraining And Development

Name Karam HussainRegistration No. L1F08bbam2075 Section C PROF ADNAN WASEM

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

a)Designing Training Activities

b)Ensuring Employees readiness for Training

c)Creating a Learning Environment

G)DEVELOPMENT..................................................................................8

a)Demotion

H)CONCLUSION.............................................................................10

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 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.


I NTRODUCTION

Introduction to the Project

This 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.

Methodology

During 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.

Purpose

The 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.


The C OMPANY Abbott laboratories(Pakistan)Ltd

Abbott'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.

Vision

To 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


TRAINING & DEVELOPMENT

Training

Training refers to a planned effort by a company to facilitate the learning of job related

knowledge, skills, or behavior by employees.

A Learning Organization

Abbott 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 learn

new things and apply those new concepts on their work in order to be expert in their field

of work.

High Leverage Training

At Abbott laboratories high leverage training is followed which is 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 Training

Abbott laboratories has got this performance management system through which it

defines performance, measures performance, which is also called performance appraisal

and feeding back performance information.

Performance Management

The means through which the managers ensure that employee’s activities are related

with the organization’s goals.

Performance Appraisal

The process through which an organization gets information on how well an employee

is doing his or her job.

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 Feedback

The process of providing employees information regarding their performance

effectiveness.

The performance management system actually makes sure that the performance of the

employees are in with the organization’s goals and if there is any deficiency in the

employee or there is a gap between the expectations of organization from the employee


and employee’s performance then to fill that gap the employee is given the necessary

training.

It’s 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 Training

Local training means to send employees for necessary training within the boundaries of

that particular country. Abbott laboratories Ltd. has a training log which means that for

local training they send their employees to different universities like LUMS and NCA

when different courses relevant to a person’s job are offered. These courses include time

management courses, courses of brand managers etc. Abbott laboratories only considers

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

Global training means to globally train the employees by sending them abroad.

Abbott laboratories follows this process as well. For this purpose it has set up a Global

Academy at Sweden where the employees 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 Abbott laboratories are

held as well and for training purposes they send 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 Analysis

The first step at Abbott laboratories in order to design the training 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 enhance low employee performance, job re-design or employees lack of

basic skills, to improve technical skills etc.

2. Ensuring Employees readiness for Training

The 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 Environment

At Abbott laboratories the HR Manager before sending the employee 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 the training programs are designed keeping into consideration the

employee’s current job so that it is meaningful for the employee and he does not lose

interest and get better with the training. When an employee at Abbott laboratories is

sent to an international 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 employee’s ability to meet changes in job requirements and in client and customer demands.At Abbott laboratories for employee development they conduct 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.

DEMOTIONJob rotation policy is used in Abbott laboratories. They shift the 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 laboratories immensely.Promotions can also play a very vital role in keeping the employees 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.


CONCLUSION

Overall 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 Abbott laboratories because they not only

hire experienced campaigners 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 Abbott

laboratories because of the enormous market share and growth it has been gaining for so

many years.


RECOMMENDATIONS

o 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.

47613548 hr-report-abbott

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