Académique Documents
Professionnel Documents
Culture Documents
Dear Sir:
It has been our privilege to present the report on the given topic. Our purpose
Has been to help our class fellows understand the real facts of HR functions in large
organization like Johnson & Johnson. We addressed some of the main functions as we
saw them, as we give three visits to Johnson & Johnson factory.
It is our earnest hope that after you have gone through the entire report, you will consider
it as a comprehensive and informative piece of work.
We sincerely appreciate the opportunity to discuss about the topic with my teacher and
my class fellows
Sincerely,
Syed Murtaza Talib
syed Rauf-ur-Raheem
Danish
Student
Acknowledgment
This brief overview probably would help us in gaining some real facts and insight and
develop a sense to inculcate quality of being adaptable to the somehow typical culture of
large organization
Our Credo
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.
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. They are strongly
entrepreneurial in character, and they know that their success depends on anticipating
customers needs and delivering meaningful, high-quality solutions. While our people
operate in a small-company setting, they also have access to the know-how and resources
of a Fortune 50 company. Its like having dozens of strategic partners at their fingertips.
In context to the above definition, HR planning at JNJ also helps the organization achieve
its desired goals by hiring the right people who are said to be great assets for the
organization.
HR department at JNJ follows the following steps to implement HR planning
If forecasting suggests that there will be a strong need of more technically trained and
competent individuals, the department
Other essential measures of JNJ HR to ensure human resource planning is the integral
part of human resource policy and company strategic goals include
Performance standards
Performance appraisals
In order to sustain the companys competitive advantage so that it can be noticed above
the noise and to keep the employees motivated, JNJ HR department has following
sophisticated system
To motivate the employees, and achieve the best out of the given resources the company
has
A vacancy arises.
Job descriptions are written or rewritten if necessary.
The vacancy is advertised.
Applications are reviewed and candidates interviewed.
References are consulted if necessary.
Round two interviews are given to top candidates.
Offer is extended and orientation/induction training begins.
The Advertisement
When you know what you are looking for, create an advertisement. Be specific in what
your requirements are. If you want your employee to have a masters degree, than say so.
If multiple years of experience is more important to you, than list a certain year minimum
of experience required. The hiring process will proceed much more quickly if you can
keep applicants away who do not meet the most basic requirements. Also make sure not
to leave your advertisement active for very long. If people see an ad of yours for months
in a row, they will doubt your seriousness. Even if you have not found anyone for the job
yet, pull the ad after a few weeks and give it a rest. Repost your ad after a break, and you
will generate fresh interest.
Processing Applicants
Now that the advertisement is running, you will need to begin processing applicants. As
you process the applications, you will probably come across some candidates who dont
match your listed criteria at all. To save yourself time, file these separately. Wait to pick
favorites until you have reviewed all of your applicants and pulled your advertisement.
Performance appraisal:
At JNJ non-management and line managers are appraised through normal performance
appraisal method and generally, the aims of a performance appraisal are to:
As in the start of the report we have already discuss that at JNJ the most preferred
approach of the management is MBO. Therefore, every one in the organization is given
an objective to achieve, and in the pursuit of that desired objective employees performed
and get assessed for the extent of their achievement against their given targets.
360 feedback
At Johnson & Johnson we figured out that there is a lack of vertical integeration between
the HR department and other department, consequently which may become counter
productive or organization may end up in planning snafu.
Particularly for those working in HR departments, it's easy to forget that HR planning
(and HR functions) do not exist as ends in themselves, but exist to serve the rest of the
organization in achieving the business goals of the organization. Often HR functions and
human resource planning get accidentally de-linked from business goals.
The solution is obvious. Human resource planning needs to reference the details of the
overall strategic plan of the organization. In effect, it serves the strategic plan.