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PRESENTED BY:

MONIKA SINHA

GLC-HR-236

SEPTEMBER 19, 2014

PGDM iCONNECT INDUSTRY INTERNSHIP

PROJECT

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• Affiliate was founded in 1910

• More than 22000 employees and one of company’s largest affiliates

• Ranked # 1 among pharmaceutical and healthcare industry in the list of best companies to work for

• Six main lines of business in India including EstablishedPharmaceuticals, Diagnostics, Vascular Products, Diabetes Care Products, Nutritionals, and Medical Optics Products

• Products span all stages of life

India

Abbott in India

turning science into caring

Doc ID

The Intern Experience:Projects for Process Improvements

2. Know Your Benefits!

3. Become a Talent Scout

1. Operations CoE

PROJECTS

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Standardize documents for use across divisions

Making People understand –

why bring a process Change

Minimize efforts put in maintaining trackers and provide help in

automation

To bring efficiency in the recruitment process

Project - Operations CoE

OBJECTIVE: The objective of this project is to identify the NVA activities in recruitment process and create a specialized Operations team in performing those centrally, creating a CoE, making the recruiting process more efficient and deliver more to the stakeholders

Visions & Targets:

Identify the NVA’s of recruiters and

analyse the time required in

these activitiesProcess Other

Targets

StandardizationChange Management

Strategic Targets

Operations CoE

OBJECTIVE

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PROCESS- HOW TO REACH OUR GOALS

Understand the recruitment process in detail1

Create a Data Collation form which would help analyze the data effectively2

Meet the TA team and get the details of all the activities they undertake along with the time taken by them in each of these activities

3Collate the data gathered in the format and identify the value added activities as well as non value activities

4

Identify the activities that can be transferred to the coordinators(Ops CoE)5

Analyze the time spent on the NVA activities and provide solutions to reduce time spent on NVA

6

Work on automation and other process improvement ideas7

Calculate the time saved by the implementation of Project CoE8

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Recommended Changes:

• Integration and standardization of all trackers

• Auto Generated Mails according to the new standardized formats.

• Use of TALEO/TMS for generation of reports.

• To Keep a track of rejected candidate for further approach

• A pre -decided list of document which a candidate needs to send to

the company. Before the documents are not collected the offer

cannot be released. Hence improving the time.

• Use of the new automated on-boarding tool kit.

• Use of Communication Matrix

• Use of the new automated trackers.

• Use of E-Filing for document collection.

+

+

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Analysis:

Previous Time spent on trackers 227.9 Time spent on trackers 62.6

Previous Time spent on other NVA activities 125.9 Time spent on other NVA

activities 27.2

Time spent on remaining activities (Can Be Done By CoE) 141.5

Total time spent on NVA activities 523.8 Net No. of hrs saved 292.5

Before Implementing ChangesBefore Implementing Changes Hrs/MonthHrs/Month After Implementing ChangesAfter Implementing Changes Hrs/MonthHrs/Month

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Outcome:

The total number of hours saved were 292.5 which make around 1.8 FT, saving the amount of work done by approximately two people in a month. This was the biggest achievement of this project.

No of hours previously spent onNVA activities

523.8Hrs/month

Total No. of Hours saved

292.5hrs/month

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Project- Know Your Benefits

Abbott did not have a standard document for reference on Compensation and Benefits policies, processes and benefits.

This lead to a person driven approach while negotiating offers with candidates and during their day one on-boarding.

Know Your Benefits manual was made to ease negotiation process and have an enhanced candidate experience on their day one on-boarding.

Purpose Of The Project

So, The prime objective of the project was to prepare Best-in-class Employee benefits handbook and a streamlined operational process between TA, BHR & Compensation and benefits team of ABBOTT

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Process-

1. Understand the Compensation and benefits structure at Abbott

2. The salary breakup for employees according the existing salary bands

was studied. And hence it was decided that the Know your Benefits! -

Manual would be made according to the grades

3. To meet the TA team and understand the process for each and every

benefit

4. Preparing the detailed Process flows for policies like:

- Relocation Policy, Getting a Company Car, Company Leased

Accommodation, etc

5. Lastly, Compilation of the policies into a handbook of Compensation

and benefits – Know Your Benefits!

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E.g.: Process Flows:

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Outcomes:

KNOW YOUR BENEFITS!

HO-Grade 19 and Above

Grade Wise Documents

Compensation Manual- “Know Your Benefits”

was made according to grades &The final documents were

approved and are now circulated in India for

standard use.

Comparator Data

Now, the recruiters have full access for Comparator Data. Hence they can

negotiate accordingly.

Process Flows

Now, the understanding of the polices are more user friendly also there is no ambiguity once an employee comes on

board.

RSU’s & LTI

Now, the understanding of the polices are more user friendly also there is no ambiguity once an employee comes on

board.

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Become A Talent Scout!- Referral Policy

.. needed new approach withCurrent challenges..

Vanilla based referral policyOnly Monetary benefit for referralAmount varies from Rs. 5000 to 10000 depending on normal / enhanced referral programLimited awareness among existing employeesRetrospective claims leading to validation challengesMaximum payouts for Sales Rep Referrals

With the rise of social networking sites Abbott saw the opportunity to boost its employees as the single largest source of new talent.

Employee referrals are marked as very important & urgent so that they can be prioritized and fast-tracked during the hiring process

Abbott's program now covers all positions and its expanded eligibility now allows everyone according to grades

1

3

2

1

3

2

Employees who refers 3 or more employees in a calendar year will be recognized at Lakshya with a certificate and a gift

Source: Team analysis

4

5

6

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Importance

35.4%

21.1%18.6%

17.0%6.6%

0.3% 0.3% 0.3% 0.2% 0.1% 0.1%

Source Mix

ReferralOur Web SiteAgencyDirect SourcingOtherProfessional Job FairsCareer Fair

• Number one source of

candidates, both quantity and

quality

• Cost saving

• Job satisfaction and

commitment- The employee

referral program has positive

effects on job satisfaction and

commitment of old and new

employees.

Out of 1414 candidates which were hired across Asia Pac 35.4% of candidates were

hired via referrals.

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Objective

The objective of this project is to identify the referral policies across the industry and to modify & create a specialized process for referral at Abbott in performing it centrally, creating a Simple and Common process, making the referral process more efficient and deliver more to the stakeholders.

Process1. Speak to all TA members of Abbott, gather data on the policies in a detailed

manner 2. A Document was prepared which showed the comparison of the existing policies

across all the divisions.3. Analyze accuracy of data by studying the policy documents in Abbott4. Provide Process Maps for the ongoing Processes5. Help in Process improvements as well as Develop unified formal program6. A New Policy was created

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Grade wise classification for new Referral Structure

Grade Sample Titles Referral Amount **

12, 13 NSE, Sr.NSE, TSE, KDE, Department Assistant, Accounts Officer

Rs. 15000

14, 15 KAM, ABM, ASM, Assistant Manager, Manager Rs. 30000

16, 17 Sr.ABM, Sr. ASM, Regional Business Manager, Medical Affairs Manager, Senior Manager

Rs. 50000

**Amount payable is taxable under current tax rules

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Best in class referral programs will provide participating clients the following: 1. Clear definition of the ideal referral 2. Key messages to deliver to prospective referrals that include features/benefits 3. Process for identifying and qualifying a high quality referral

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Recommendations

1. The referral policy should be automated or a platform should

be built where the employees could track down their

performance

2. A dedicated team can be established that looks after senior

exec referrals and provides extra service.

3. New hires can get a postcard in their first 30 days, asking who

they know.

4. Creation of Abbott “Become a Talent Scout” application for

laptops as well as mobiles.

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THANK YOU!