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Edit Comment Close Premium member Presentation Transcript Slide 1: Reaching the Right Talent TPO Conference 2010, Bangalore Rangrut.com Ravi C Dasgupta Head – Group HR Biocon Ltd.Slide 2: The Pharma / Biotech Sector Employer Branding Reaching the Right Talent Recruitment at Biocon Presentation OverviewSlide 3: Global Pharma Model - From Traditional to Entrepreneurial Source: KMC Analysis based on Bain & Company reportSlide 4: Critical Workforce Segments - Trends & Implications Talent Management in Asian Pharma Markets, Heidrick and Struggles Management CentreSlide 5: Talent Management in Asian Pharma Markets, Heidrick and Struggles Management Centre Critical Workforce Segments - Trends & ImplicationsSlide 6: Pharma Talent Cycle in Asia Talent Management in Asian Pharma Markets, Heidrick and Struggles Management CentreSlide 7: The Talent Paradox for Asian Markets Talent Management in Asian Pharma Markets, Heidrick and Struggles Management CentreSlide 8: Snapshot – Talent in IndiaSlide 9: Bio Spectrum India Snapshot – Talent in IndiaSlide 10: 250+ colleges & 10,000+ students every year at the various undergraduate, postgraduate and doctoral levels 20% increase in capacity addition of students over the past 5 years Employability* of graduating students in the country for the Indian biotech sector is about 25% only Lack of Niche technical skills By 2010, the shortfall in supply is expected to be as high as about 14,450 professionals * Employability means for every 100 students applying for a job in the industry at the various levels, how many students are considered employable by the industry, both immediately or after some minor orientation and training programs. Demand and Supply TrendsSlide 11: Requisite Skill-set Sound domain knowledge Analytical and Problem Solving Skills More industry knowledge – Internships, industrial visits Exposure to working in a laboratory and handling equipment Communication and Presentation Skills Knowledge Sharing and Mentoring Effective Team Player Ability to become interested in different scientific areas for self developmentSlide 12: The scope of a career in biotechnology encompasses the fields of – Research and Development – Innovation and discovery are the main business growth drivers and one has to be the best in one’s chosen field. Management and Administration – Manage multiple organizational and people issues Intellectual Property and Law – To protect and reap benefits on the scientific discoveries Networking, Sales and Marketing – To market the innovations and gauge the latest developments Career OpportunitiesEmployer Branding: Employer Branding Brett Minchington* defines Employer branding as “the image of the organization as a ‘great place to work’ in the minds of current employees and key stakeholders in the external market ( active and passive candidates, clients, customers and other key stakeholders ).” (*Employer Brand strategist and author of Best Seller: Your employer brand: attract-engage-retain) Employer branding is about capturing the essence of a company in a way that engages employees and stakeholders. It expresses an organization’s "value proposition" - the entirety of the organizations culture, systems, attitudes, and employee relationship.Slide 14: EVP EBEP EBSP Corporate Brand Employer Brand Strategic Platform (EBSP) ~ Mission, Vision and Values ~ CSR ~ Leadership ~ Corporate Reputation and Culture ~ People Management Policies and Practices ~ Performance Management ~ Innovation Stakeholders Employees Market Forces Customers Prospective Employer Brand Excellence Framework Reference: Your Employer Brand by Brett MinchingtonAn employee value proposition is a mix of characteristics, benefits, and ways of working in an organization.: 15 An employee value proposition is a mix of characteristics, benefits, and ways of working in an organization. EVP is what an employee ‘gets’ once she joins that organization. Employee Value PropositionEmployer Brand Management: Employer Brand Management External Reputation Internal Communication Recruitment & Induction Team Management Performance Appraisal Senior Leadership Service Support Internal Measurement Systems Working Environment Reward & Recognition Learning & Development Values and CSR Employer Brand Proposition Big Picture: Policy Local Picture: practice The Employer Brand MixSlide 17: Online Career Website Job Boards HTML emailers SMS Job alerts Advertising in Social Networking sites Webcasts Podcasts E-newsletter Video testimonials Company videos on YouTube Digital TV Offline Press Advertising Career Fairs Guerilla advertising Radio Television Posters Salary Stuffers On-Campus marketing PR Employee Referral programs Community events Company Events Company Intranet Performance Appraisal Induction Program Welcome Packs Examples of EVP Communication channels & touch pointsSlide 18: The major benefits of employer branding include:- Increased productivity & profitability Increased employee retention Highly ranked for Employer Attractiveness Increased level of staff engagement Lower recruitment costs Minimized loss of talented employees Employees recommending organization as a “preferred” place to work Maintenance of core competencies Employees committed to organizational goals Shorter recruitment time Ensured long-term competitiveness Improved employee relations Decreased time from hire to productivity Stronger reputation in the marketplace Increased ability to attract specialist talent in a difficult market Benefits of Employer BrandingSlide 19: THE BRAND Employer Branding at BioconSlide 20: External Branding InitiativesSlide 21: External Branding InitiativesSlide 22: Biocon’s Approach Excellent Learning Opportunity Exciting Product Pipeline and Research Opportunities: Encompasses discovery to development and commercialization with cost-effective drug development capabilities and significant manufacturing capacity World-class Infrastructure and Technology: BIOCON Park is Asia’s largest integrated Biopharmaceutical hub spread across 90 acres Intellectual Profile of People: Amongst the 4500+ qualified personnel, 5% are PhDs and 41% have a masters degree in scienceSlide 23: Biocon’s Approach Maximum Exposure Participation in international conferences, seminars and presentations Introduction to a broad spectrum of products and potential research areas Enthusing Work Culture Robust Performance Management System: Reward outstanding performers Flat Organizational Structure: More responsibilities & autonomy Open Work Culture: Even CMD is accessible ! Need based Training Programs for individual and career development Guard against Recession: The strategic selection and management of product portfolio has cushioned the impact of recessionary market forcesSlide 24: Good Compensation and Benefits Plan Competitive, market-based pay is offered The compensation structure provides for a higher cash pay out None of the benefits were affected during the economic slowdown Reward and Recognition Performance linked pay ESOPs Biocontribute award, Team Awards, Service Awards Biocon’s ApproachSlide 25: Biocon’s Approach Employee Engagement Initiatives People Champions Employee Engagement Survey Round the clock company transport Nutritious and sumptuous meals Well equipped gym with experienced trainers Comprehensive Annual Health Check-up Annual Biocon Day – Sports and Cultural Fest CSR activities and Annual offsites Reaching the Right Talent : Reaching the Right TalentReaching out to Talent – The Biocon Way: Reaching out to Talent – The Biocon Way Interactions with students at Campus Allowing visits from students, professional bodies etc Company website Job Portals Recruitment Ads Speaking in various forums Articles in various newspapers and magazines Presence on Social Networking Sites Recruitment Consultants who understand our business and people requirementsSlide 28: has led India's biotechnology business into the global arena and is the recipient of two of the highest civilian honours in India-the Padmashree and Padma Bhushan. She was termed India's Biotech Queen by The Economist and Fortune , and India's mother of invention by New York Times KIRAN MAZUMDAR- SHAWSlide 29: International poll declares Kiran Mazumdar-Shaw as the "Most influential" in Bio-Business outside the US and EuropeSlide 31: A Recruitment Ad from Biocon in Nature Magazine (2008)Slide 32: Recruitment Ad in TOI Ascent (13th Jan 10)Slide 33: RecruitmentSlide 34: Recruitment – Biocon’s Careers pageSlide 35: Recruitment – Biocon’s Careers pageSlide 36: Recruitment – Naukri HomepageSlide 37: Hiring at Biocon If the focus is only on former then one may miss out on talent that does not match one’s current requirements BUT can be indispensable in future!Slide 38: Welcome exploratory job seekers Get almost 1000 applications a month Talent Scouts who refer candidates to us 50% of HR Team Members directly involved in recruitment and selection Newspaper advertisements for employer branding Recruitment at BioconSlide 39: Recruitment at Biocon Campus Relations Campus relations are dependent on the following factors - Quality of education and infrastructure Curriculum updated as per industry requirements Quality of students and faculty Cost Benefit Ratio Good Alumni Relations and past work relationships strengthen the tiesSlide 40: Recruitment at Biocon Screening and interviewing Process : Look for domain knowledge. Also strong interpersonal , analytical and Problem Solving skills. Good industry knowledge – Internships, industrial visits Exposure to working in a laboratory and handling equipment Good industry knowledge – Internships, industrial visits Communication and Presentation Skills Effective Team Player I believe in giving every candidate a chance , don’t believe in elimination tools like GDs. Any questions: Any questionsSlide 42: Ravi C Dasgupta Head – Group HR Email – firstname.lastname@example.org You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.