47613548 hr-report-abbott

Training & Development in Abbott laboratories(Pakistan)L
Human Resource Management
Finl project
Training And Development
Name Karam Hussain
Registration No. L1F08bbam2075
Section C
PROF ADNAN WASEM

Training & Development in Abbott laboratories(Pakistan)Ltd.
TABLE OF CONTENTS
A) 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.

INTRODUCTION
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 COMPANY
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.

DEVELOPMENT
Development 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.
DEMOTION
Job 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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