Presentation_pfizer Group D.pdf

8/12/2019 Presentation_pfizer Group D.pdf

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GROUP DTalent Management IB S1


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Company Overview


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Mission

We apply science andour global resources to bring

therapies to people that extendand significantly improve

their lives


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Leadership

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!Alignment with Pfizer strategy to manage and

deploy resources accordingly.!Execution to improve performance for themselves

and teams.

!Optimize their team and develop their people.

!Manage their personal strengths andvulnerabilities during change.


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Recruitment & Selection

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Behavioral based interviews

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!Help motivate employees by rotating them fromone position to another

!Prevention of boredom(repetition of same tasks)

! Its main purpose is to attract 1styear candidatesfrom top MBA programs

!Creation of new Pfizer leaders

Job rotational program


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Compensation

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O' Annual Long-Term Incentive Compensation ( 100 % Equity): Restricted

Stock-Units, 5-and 7-Year Total Shareholder Return Units, Performance

Share Awards.

U' Cash: Salary, Annual Short-Term Incentive

M' Retirement: Pension Plan, Supplemental Pension Plan, Savings Plan,

Supplemental Savings Plan.

V' Other: Negotiated Prerequisites


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! Quarterly basis for all employees (more for salesemployees)

! Customize evaluation according goals &

objectives! Performance Management System Promote

& transfer within other departments

! Metrics used to evaluate robustness of the talent

management process

! Ratings from other employees used inevaluation

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Performance appraisals


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External and internal alignment

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Alejandro Tabares

Talent AcquisitionProject Manager.

APAC - Social Media

Branding & University

Relations at Pfizer


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!

Global Management Team! Redefining recruitment! The global talent management team was designed to

be vertically integrated.! Consists of 130 people worldwide

! The team reports directly to the regional manager! Teams target is to make use of the companys own

internal talent pool and promote economic growth! 3 objectives:

! strength of leadership team and pipeline,

! robustness of talent management processes! development of talent mindset and values

with corresponding drivers and metrics

Transition : Managing Talent (1)

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!Nurturing and projecting talent over a decade isno longer an option

! Industry has evolved and taken flight with faster

progress!How to create a truly flexible workforce that is

dynamic across its various divisions?

!Employee development program will be able to

source the best talent for the best roles andattain the goals Pfizer has set out

Dilemma


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!Comprehension of local mentality andpreferences

!Brand the companys profile for influenceand alignment of talent search

!Transparency in communication and jobalignment across the whole human

resource department should be an area ofcontinual improvement

Further improvements


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THANK YOU

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