1. HRD 129 Graduation Project
SUPERVISED BY DR/ MOHAMED ALY
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2. Sanofi Profile
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3. Sanofi Profile
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4. History
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5. Company Products
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6. Vision, Mission
& Objectives
Vision
To be the most admired and best-in-class healthcare partner enhancing the quality of life
through prevention, cure and innovation with commitment towards society and environment.
Mission
SHAPING TOMORROW’S HEALTH
As researchers, we have it in us to be extraordinary bold and hopeful because in research what
will happen ten or fifteen years from now I going to be determined by what we do today. We
have the power to bring an idea from a scientist’s mind directly to patients.
• From science to solutions
• Understanding the needs of patients better
Objectives
- Over 2012-2016, Sanofi expects to deliver sales growth of at least 5% on average1and higher
business EPS2 growth1.
- Since the end of 2008, Sanofi has led an impressive transformation by executing a new
strategy focused on
- Three pillars: increase innovation in R&D, pursue external growth opportunities, and adapt
structure for future
- Challenges and opportunities. Over this period, the group has centered its activities around
six growth
- platforms including Emerging Markets6, Human Vaccines, Diabetes solutions, Consumer
Health Care,
- Innovative Products and Animal Health.
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7. Core Values
At Sanofi, we embrace five core Values
1. Innovation.
2. Confidence
3. Respect
4. Solidarity
5. Integrity
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8. The Project objective is to discuss
(Acquisitions Problems):
Acquisition and mergers may has a lot of problems as
1- Many of the most talented business leaders not experts in various stages of mergers and
acquisitions, they cannot on go with the new demands of the business.
Some of them take so much time to understand mergers new goals.
2- Merger training is often overlooked and can present obstacles if not implemented promptly.
3-Employee productivity often falls where major staffing decisions are being made. The fear of
making a mistake can cause a drop in creativity or efficiency.
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9. But in Sanofi the problems are slightly
different
1- First problem is as a result of acquisitions Sanofi has a large scale of employees with the same age,
same job, same qualifications and knowledge which leads to very narrow career pathway. As there is
employees who are in the company since 10 years at the same job.
2- Second problem is difference in packages with employees in the same positions which leads to
make employees feel with unfairness and makes them unsatisfied.
3- Second problem will lead us to the third one which is “How to balance between them”. When the
HR sector tries to balance it they finds that there is two ways to do it
A- By lowering salaries of the highest employees with is impossible to do.
B- Or by increases the salary level of the lower ones which will make load on the company budget.
4- And finally because of unsatisfied employees there is a performance reduction which leads to great
loss to the company.
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10. Business strategy
The objective of business strategy of Sanofi is to improve the competitive position of the
organization in the market and supply the patients with the best products and services.
Sanofi can achieve that objective by the following
No physician, researcher, or healthcare company works in isolation. We need each other, and many
others, to help move healthcare forward
Example of our business level strategy
Focus strategy:
In order to be Number one pharmaceutical company in the diabetes therapeutic area , Sanofi
business strategy is to separate diabetes as a specialized business unit to be more focused in the
diabetes area
Oral drugs ( type 2 )
Amaryl
Toujeo is expected to be available in the U.S. at the beginning of Q2 2015.
Injected insulin
Insuman
Lantus
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11. Business strategy
Differentiation strategy
They also focus on producing a new products with unique features
For example:
Prescription Afrezza® is a man-made rapid acting inhaled insulin breathed through your lungs and
is used to control high blood sugar in adults with type 1 and type 2 diabetes.
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12. Corporate Strategies
Directional strategy: Sanofi strategy is toward growth and that obvious through acquisition and merges that done
at the last few years like merge with Aventis and accusation of Winthrop. This growth strategy in Sanofi carry out
into two arms
1-concentration strategy:
-Horizontal growth
through penetration of new market also through acquisitions:
Recently they acquired “Genzyme” (an American biotechnology company) which will provide Sanofi with new
products
Emerging markets: Sanofi intends to retain its number one position through greater focus on priority countries
-Vertical growth
through backward integration by establishing new factory in each affiliate
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13. Corporate strategies
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2-Diversfication strategy:
-Concentric strategy by launching new products in different therapeutic areas especially in diabetes. Our strategy is to cover the many different types of patient
1-Type 1 diabetic patient with Lantus and Apidra and Insuman ,
2- type 2 diabetic patient with Amaryl and Doani and luxmyia,
3-patient type 1 can’t afford Lantus price with Insuman
4- type 2 diabetic patient who can’t afford by Amaryl and Doanil
-Sanofi intend to produce more generic drugs
different between Brand and Generic drugs
Through its generics products, Sanofi operates worldwide using already strong brands like Zentiva, Medley, Genfar, Winthrop, and Globalpharma.
Example of generic drugs as
Wintriaxone vials
Windipine tablets
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14. Organization Structure
•Ownership structure is corporation structure.
•Total number of employees world wide over
110,000 employees in 100 countries in 112
industrial site.
•Total number of employees in Egypt is 1200
employees including 450 employees in the all
departments in the factory.
•About 600 employees in sales department in
Egypt.
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15. Organization Chart ( Matrix Type)
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General Manager For Egypt &
Sudan
CFO
Operation
Support
Director
Business
Excellence
Director
4 Business
Unit
Director
8 Line
Managers
57 District
Managers
456 Medical
Representative
Commercial
Director
Key Account
Manager
10 Key
Account
Supervisor
Medical &
Regulatory
Affairs
Director
Human
Resources
Director
Head Of
Legal
Public
Affairs &
communicati
on Director
Supply
Chain
Director
Country
Security
head
Executive
Secretary
Office
Manage

16. Recruitment Strategy
Sanofi recruit and retain a diverse workforce to meet
the needs of the organization, where our staff needs to
employ an individual who would help them reach
new customers in our products disease areas to
improve our performance.
Maintaining fairness/equity in the recruitment
process, while recruiting the new employees by
reviewing recruitment and selection processes to
ensure that current and potential employees are
against discrimination.
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17. Implementation
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1-Recruitment calendar:
Apply the recruitment calendar to make sure that
all the vacancies will be filled within the target
date .
2- Sourcing:
External sourcing
Internal sourcing
Head Hunting
Employee Referral Program ( I Hire Program)
using employee referral recruitment is very
efficient way to get good calibers from similar
culture to company employees.

18. Internal Hiring ( Work day Program)
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19. Evaluation of :
-Recruitment calendar
-External and internal sourcing
-Recruitment Survey
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20. Compensation & Benefits Strategy
** implantation :-
1- to sustain and gain employees
2- the annual incentive plan ( performance orianted)
3- market based approach
It divided to 2 parts :-
A- direct compensation:-
basic salary
cash incentive
Non-cash incentive
B- Indirect compensation (benefits) :-
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21. Sanofi benefit programs
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22. Sanofi benefit programs
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23. Indirect compensation (benefits)
•Work/life benefits :-
includes annual leaves and paid leaves
Mobile ,transportation and meals allowances .
•Financial protection benefits
As disability coverage and life insurance.
•Training courses
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24. Strategy Evaluation
Finally evaluation :-
By several ways
A- statisfaction survey
B- measure turnover rate
C- measure employee's commitment , retention and motivation.
D- evaluation of performance rate
E- reporting to exit interview to evaluate reasons of resigning.
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25. Training and Development strategy
•It is purpose to link business needs and to improve the quality of performance.
•This Training and Development Strategy will be implemented in the period 2015-2016.
•Reason help to take this training strategy:
•Many Job opportunities offered and not find the fit criteria internally
•It is crucial for prepare employee at high level of competences and find career development
opportunities
•Prepare staff with high competitive edge in market adapted with external environment and have
the ability to leader and compete.
•Expansion of SANOFI in different way.
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26. Training and Development strategy
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Training Methods
On the job
training
Self- managed
learning
Group
learning
Tutor led
interventions
Online
Training

27. Training and Development strategy
Authority of Implementation
senior management, HR/Training and Development Unit, line managers and job holders.
•Training in Sanofi divided into :-
*10% educational based training -----> class room training + e learning .
*20% relation based feedback activities-----> (coaching &field trainer feedback )
70% job based development-------> role expansion ( increase responsibility, fill in for manager
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28. Training and Development strategy
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Training
project
Future Access
Ashbal
Program
Work day
Application

29. Training and Development strategy
Future Access
It is field based training provided to over 400 pharmacy students from all over Egypt .
This project not only for students but also for field force employees at Sanofi as they can go on
job training by doing district sales managers, human resources & marketing tasks in the project .
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30. Training and Development strategy
Work Day Application
 similar to LinkedIn application but only for Sanofi employees worldwide.
 This application helps employees to put all their experience , courses , skills , qualifications and
in what they want to grow up.
That application also help management to find the qualified person for any vacant exist.
 HR have access in this App. to find Applicable Vacant in Sanofi world wide for talented people
and people with Saturated position.
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31. Training and Development strategy
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32. Training and Development strategy
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33. Training and Development strategy
Ashbal Program
Kick off Program in March 2016 .
It is a 6 months traineeship allow 100 sales employees to work in
Different 40 other departments in Sanofi company. Each on according his IDP.
(30 sales , 30 Marketing , 10 key Account , 10 HR and Training , 10 Business Development and
10 Communication .
That program help employees to grow in other departments.
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34. Training Evaluation : Kirkpatrick’s4 Four Level Model of
Evaluation, and The Phillips“ROI” methodology
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• from evaluations filled out by attendees at the conclusion of the training program in survey formatL1 – Reaction (in class):
• By exam or role play to assess how much the participants learned and applied in the learning experienceL2– Learning evaluation (in class):
• evaluated by direct managers and field trainers
• To observe which the knowledge, skills and abilities taught in the classroom are being used on the job
L3– Application to the job (also
called Transfer )
• on organizational productivity, improved customer satisfaction, and the organization’s strategic business
plan
• Impact ( change ) and ROI ( investment )
L4 – Evaluating the impact and
ROI (also called results):
• through direct managers and HR
L 5 – Evaluating the performance
Appraisal pre & post the training:

35. Culture and Behavior of Sanofi
Sanofi culture Depend on Respect ,leadership ,cooperation ,creativity and innovation.
Recognition and rewards.
Learning and personal development
Development and mobility
Sanofi behavior depend on adapting with changes.
Ex. ( modernizing the way of sales and marketing )
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36. Conclusion
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Sanofi
is a multinational
pharmaceutical company
Problem
Retention of employee
in same position
Overcome
by investment on
employee
Evaluation
Increase loyalty , encourage people to improve and
success and high performance and achievement

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