HRP Project F1

8/22/2019 HRP Project F1

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Submitted By:-1. Mittul Seth (A030)

2. Navjot Singh Sidhu (A032)

3. Abhay Sood (A033)

4. A.T.Karthik (A036)



To study the different methods adoptedby GSK for selection at different levels

To study the Induction process at GSK fordifferent level employees

Recommendations to GSK for improvingtheir Induction Process



Methodology

Identify different job positions in PharmaceuticalSector with special emphasis on GSK

Study the common trends in recruitment,selection and induction processes for theseidentified positions across pharmaceutical

Interview with the company executives to get

detailed insights about GSK Selection andInduction process.

Analyze the obtained data and providerecommendations for improving the same.



a

• Medical Representative

(Medical Business Associate)

• Sales Executive

• Area Business Manager

• Regional Business Manager

• National Sales Manager

• General Manager (Operations, Marketing, Finance, HR)

• Product Manager

• Marketing Manager• Medical Advisors

• Management Trainees

• Vice President



General Guidelines :

• Lateral hires with prior work experience in

the same field.• Initial Interview with the Immediate

Supervisor

• Followed by Skip level Interview withFunctional Head and HR Manager



• Top 10 B schools of the country

• Group discussion and Panel Interview.



AIM

• Make employees Market ready

• Make employees GSK ready

Preparation of Induction Calendar

Factors Considered-

• Last 2 years attrition rate considered team wise

• Expansion Plans BU wise

• A & P Budgets decided by month of October

• BU gives demands to HR

• Recruitment starts one month before Inductionprogram.



Medical Representative Induction

Phase : 1

• Program Duration : 21 Days

• Program Location : Mumbai

• Areas Covered : Anatomy of Human Systems, Basics of pharmacology, Brand knowledge, Marketing sessions,Selling skills, company policies, code of ethics.

• Methodology: Class room trainings, Role plays,

presentations, group exercises, review tests, finalinterview with national sales manager.



Phase 2 – On the field induction

• Program Duration : 10 – 15 days

• Program Location : Medical Rep – HQ

• Areas Covered: Briefing about the HQ i.e.

customers, distributors, retailers and majorinstitutions.

• Methodology : Joint working with Area

Business Manager/ Senior colleague/ TrainingManager for 5 – 6 days.



Phase 3 –

Handholding

• Program Duration : 2 days

• Program Location : Mumbai• Areas Covered : Methods to tackle theexperienced concerns/Issues during the firstmonth on the job

• Methodology : Joint sessions with the trainingmanagers.



Phase 4 – World wide sales force excellence program


• Program Location : Regional HQ

• Areas Covered: Effective sales building programs – planning thesales call, opening and closing the call, interview during the call,

handling questions, rapport building and other conceptual sellingtechniques.( 3 days)

• Behavioral Training - Interpersonal skills, Personal effectiveness. (2days)

• Methodology : Group sessions with training managers ( 3 Days)

• Training sessions with an external trainer ( 2 days)



Phase : 1

• Program Duration : 10, 13, 27, 40 Days


• Areas Covered : Anatomy of Human Systems, Basics of pharmacology, Brand knowledge, Marketing sessions, Selling skills,company policies, code of ethics.

• Methodology: Class room trainings, Role plays, presentations,group exercises, review tests, final interview with national salesmanager.

• Phase 2,3 and 4 are similar to the previous jobposition.



• Program Duration : 2 weeks


• Areas Covered : Role clarification, Business Planning,

Demand planning, People management , handlingadverse situations , IT session, product training.

• Methodology: 30 different sessions with different

people from various departments.



Phase 2 : Competency Development workshops


• Program Location : Regional HQ

• Areas Covered: Developing Competenciesrequired for the job, Behavioral Training

• Methodology: Workshops, role plays, in basket

exercise, assessment centers.



Regional Business Managers

Phase 1 : GSK ONE Induction Program

• Program Duration : 2 days• Program Location : Mumbai

• Areas Covered : Role clarification, product training.

• Methodology : Sessions with NSM, GM, VP. ( Team

wise) Sessions with different functional heads.



Management Trainees

• Program Duration : 3.5 years ( 1 – Medical Rep,1.5 ABM, 1 yr Marketing)

• Program Location : Respective Head Quarters

• Areas Covered: All the areas covered in theinduction process of Medical Rep, Area Businessmanagers, Brand Managers.

• Methodology : On the job training and all theinduction programs applicable forMed Reps, Area Business Managers,Brand Managers.



Vice Presidents

• Two day program conducted by 1 VP and

2 GM’s of the company.

Training Managers:

Program Duration : 5 Days

Program Location : Mumbai

Areas covered: GSK ‘s Global TrainingModules



Brand Managers



• Areas Covered: GSK way of Brandmanagement – Living the Brand. Imparting

product knowledge.

• Methodology : Sessions with marketing

managers and training managers.



Non Sales Employees



• Areas Covered: GSK ONE training module

• Methodology : Class room sessions , field

visits and factory visit.



Medical Advisors

• Program Duration : 5 Days

• Program Location : Singapore

• Areas Covered: GSK’s Global Medical andcompliance policies with special reference to

Indian Markets.

• Methodology: Class-room training



Total Investments on Induction

Position Cost per Head Total No. of

Employees

Inducted

Total Investment

Medical

Representative

50,000 INR 900 4.5 Cr

Sales Executives 60, 000 INR 150 90 Lacs

Areas Business

Managers

60,000 INR 100 60 Lacs

Management

Trainees

120,000 INR 20 24 Lacs

Total Investment 6.24 Cr Per Annum

Total Sales – 2500 crore; Total Field force – 2800; ROI Per Head Approx 1 crore



Way Ahead

• Like every other industry GSK is also hit by the GlobalEconomic Crises and well as latest DPCO guidelines.

• Looking for putting employees in the field directlywithout formal induction. Small on the field inductionto be given by ABM to employee field ready.

• Looking forward for having regional training managersat regional to address to regional needs.

• Looking forward for regional inductions at regionalHQ’s instead of one centralized induction at Mumbai.

• Decreasing the number of days of induction withoutdecreasing the quality of content.

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THANK YOU!

HRP Project F1

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