Novartis,Medican company, hr managers, hiring, firing, compensation, employee,

3. Representatives
1. Mr. Touqeer Hussain (Head Representative)
2. Mr. Abdul Wahab
3. Mr. Muhammed Sajid
4. Mr. Hamza Khan
5. Miss. Aqsa Kanwal

4. Born of a Legend
• Novartis comes from the Latin term "novae artes", which means "new arts" or
"new skills".
• Novartis means utilizing scientific research, imagination, and new technologies to
provide ever-greater benefits for humankind.
• Novartis was created in 1996 through the merger of Ciba-Geigy and Sandoz.
• Novartis is a Swiss multinational pharmaceutical company based in Basel,
Switzerland, ranking #1 in sales (57.9 billion US$) among the world-wide industry
in 2015.

5. Memberships
• The European Federation of Pharmaceutical Industries and
Associations (EFPIA).
• The International Federation of Pharmaceutical
Manufacturers and Associations (IFPMA).
• The Pharmaceutical Research and Manufacturers of
America (PHRMA).

6. Our Strategy
• Science-based innovation.
We believe innovation that produces breakthrough medicines and products will be
more important than ever in the healthcare industry in the coming years.
• Better patient outcomes.
We seek to develop medicines and products that can produce positive real-world
outcomes for patients and healthcare providers.
• Lead in growing areas of healthcare
We aim to develop innovative products in growing areas of healthcare where we can
make a real difference.

7. Divisions
Innovative Business Division.
Our global product portfolio includes many medicines that are innovative leaders in their
therapeutic areas.
Our portfolio addresses a range of therapeutic areas.
Such as in Oncology we are a leader driving the precision oncology treatment.
And many other therapeutic areas.

8. Divisions
Alcon Inc.
Alcon is a subsidiary of Novartis and the largest manufacturers of contact
lenses and lens care products.
Specialize in Surgical equipment, Contact care products and Vision Care.

9. Divisions
Sandoz.
Sandoz was founded in 1886 and start producing fever-reducing drugs. First it
introduced in international market between World War I.
Specialize in Generic Drugs for nearly every kind of diseases.

10. Products
Oral Health
Wellness
Skin Health
Nutrition
Over The Counter

11. Careers

12. HR Dept. Analysis
Novartis's Human Resource Department is divided into Three main Sectors.
1. Pharma Sector
2. Crop Protection Sector
3. Servi-Pharm – Generic Product Sector
and the size of HR Dept. is depends on size of sector.

13. HR Dept. Analysis
• A Group Country Organization Human Resource Manager is appointed at Novartis
Head Quarters and responsible for ensuring that all policies are common amongst
department.
• Every Country has it’s own Human Resource Manager as well and Answers to
GCO.
• Country HR Manager is responsible for all the responsibilities of HR Dept. of his/her
Country.

14. Responsibilities of HR Dept.
At Novartis HR Manager classifies the department’s responsibility into Four Parts and
carried out in close collaboration with line managers.
• Career Planning
HR Dept. ensures that Top Management have career plans that will accomplish
mutually beneficial for both person and corporation.
• Training Needs
HR Dept. conducts a Training Needs Analysis regularly in order to ensure Maximum
performance and productivity.

15. • Development
HR Dept. designs a Personal Development Programs which focus on enhancing the
knowledge and skills of employees and to help the reach personal and professional
goals.
• Human Resource Planning
Every Sector have its own setup to conducts Human Resource Planning as per
need.
Responsibilities of HR Dept.

16. Human Resource Orientation.
• Pre-arrival.
The individual should be notified where to arrive.
Who will they work for and Travel and accommodation arrangement
made.
Discussion about Nature of job and work priorities.

17. Human Resource Orientation.
• Day 1.
A Warm Welcome by the Manager.
Showing the work place and offices.
Introduction to colleagues and others with whom they interact.
Introduction to HR Policies and Staff Rules.

18. Human Resource Orientation.
• Day 2.
To Address real Work by providing a worksheet and framework.
Manager describes the team in which the new starter will work.
To clarify the performance expectation and how to achieve them.

19. Human Resource Orientation.
• Week One
It’s time to assist them by providing information and procedure.
“How to get things done around here….”
A one-day training session could be used to cover a wide range of
issus.

20. Human Resource Orientation.
• Month 1.
The recruit should develop a high level of understanding on his/her
job function.
At the End of the month it is time to carry out a formal review of work
progress and advisement against expectations.

21. Training
• Training of Managers.
By performing a Gap Analysis in which to look gap in capabilities and
then fill the gap by courses such as “Negotiation Skills”, “Training
Skills”.
For Training employees may go to any three places.
1. Basel, Switzerland.
2. Asia Pacific Regions
3. Local Institutes

22. Training
• Training of the Sales Force.
Qualified Product Managers help train the sales representatives and
thus have a direct impact on the sales volume for speciality drugs.
There are two categories of Field Force Training.
“Basic Medical training” is aimed to enhance the knowledge about
particular drugs.
“Selling Skills Training” is aimed to enhance their selling abilities.
Each year the field force must attend two week training session.

23. Training
• Training of Factory Workers.
There are three categories of training a factory worker must attend to
ensure particular skill and accident prevention.
1. On the Job Training
2. First Aid Training
3. Safety Training

24. Compensation and Promotions
• Novartis has an incentive-based salary system. According to this
system the sales force was given stretched targets there was no
penalization for not achieving these targets. However, exceeding
these targets would result in generous bonuses.
• Promotions are based 100% on merit.

25. Benefits
• Novartis Pakistan offers two main incentives schemes for its
employees
1) Sales Staff Incentive Scheme.
If the Sales person meet the targeted sales then he/she will be offered
bonuses.
2) Management Incentive Scheme.
A Rating system is used to assess their performance 10% of salary is
awarded if 100% is achieved.

26. Benefits
• Medical Benefits.
Medical Allowances are Actual Based and kept flexible for your
convenience except for certain areas. Because of Medical benefits
abuse.
The HR Manager appoints certain hospitals and doctors for the
workers.

27. Benefits
• Provident Funds.
After probation period of employee they are granted to partake the
provident fund.
The statutory requirement by the government for contribution to
gratuity fund, is 7.5% of basic salary. However, Novartis contributes
10% of basic salary fully funded by the company.

28. Health, Safety and Environment
• A great deal of importance is attached to Health, Safety, and the
Environment (HSE) at Novartis.
Novartis (HSE) is based on internationally recognized HSE principles,
such as the “Business Charter for Sustainable Development” and the
“Responsible Care” initiative of the chemical industry.

29. Diversity and Inclusion
• To operate successfully as a global organization, it is essential that
our people reflect the rich cultural, ethnic and gender diversity of our
markets.
Each of us is different. At Novartis, we aspire to move beyond
stereotypes, assumptions and bias to bring these differences together
every day, so we can see the world through the eyes of our patients
and customers, in our quest to make their lives longer and healthier.

30. Mission - Cure and Care
Our mission is to discover new ways to improve
and extend people's lives.
We use science-based innovation to address some of society's most
challenging healthcare issues. We discover and develop breakthrough
treatments and find new ways to deliver them to as many people as
possible.

31. Our Values
• Innovation
by experimenting and delivering solutions
• Quality
by taking pride in doing ordinary things extraordinarily well
• Collaboration
by championing high performing teams with diversity and inclusion

32. Our Values
• Performance
by prioritizing and making things happen with urgency
• Courage
by speaking up, giving and receiving feedback
• Integrity
by advocating and applying high ethical standards every day

33. Conclusion
• Novartis pharmaceutical in an efficient and simple organization and
our main vision is t serve humanity and make every person healthy
and active.
• 87,000 Novartis employees in over 100 countries have to work to the
same HSE principles, it is easy to appreciate that an efficient and
carefully thought-out organization is needed if these principles are to
be implemented.
• The HSE policy and guidelines valid for the Group worldwide are
generated at the Corporate level. Managers are trained in their
implementation, and audits are conducted in the Sectors and Plants.

34. Conclusion
• With our research, our products, and our manufacturing operations,
the Sectors (business areas) have a primary influence on health,
safety, and the environment. For this reason, we have our own HSE
organizations, which amongst other things are responsible for training
our employees in HSE issues and carrying out audits at their own
plants.
• Our aim is to be a leader and to show constant improvement in these
fields.

35. “If it is to be, it is up to me”