Comparative Study between Abbott and Roche pharmaceuticals in Pakistani market.

1. A Comparative Study
Abbott and Roche
Presented to:
Mr. Amin Rajani

2. Group Members
Khurram Shakeel
Khuwaja Saad-ur-Rehman
M. Noman Baig
M. Umer Siddiqui
Syed M. Adnan Jawed

3. Introduction
• Pharmacy is a very sensitive section with respect to other sections
and still it is a growing industry
• Pakistan's USD 1.64 billion pharmaceutical market is the 10th
largest in Asia Pacific
• Companies like Abbott and Roche are playing an essential role in
the economic development of the world and are giving back to
society in the shape of innovative products

4. Profile
• Part of the global healthcare
corporation
of
Abbott
Laboratories, Chicago, USA
• Global, broad-based health care
company devoted to discovering
new ways to manage health
•
Products span the continuum of
care, from nutritional products
and
laboratory
diagnostics
through medical devices and
pharmaceutical therapies
• Part of the International F.
Hoffmann-La Roche Group that
was founded in 1896 in Basel,
Switzerland
• One of the world's leading
research-based company known
for many innovative offerings to
medicine
• Covers both Pharmaceuticals
and Diagnostics

5. Mission
Deliver
consistently
superior
products and services which
contributes significantly to improve
the quality of life of the consumers.
This will be achieved by ensuring
that interests of all stakeholders
including healthcare providers,
employees, shareholders, and the
communities, are secured.
Contribute to business success by
enabling an environment in which
every employee feels valued and
respected is able to grow to his or
her full potential and can make
their mark to improve patients
lives.

6. Values
• Pioneering
• Integrity
• Achieving
• Courage
• Caring
• Passion
• Enduring

7. Structure
• Single Unity of Command
• Vertical Hierarchy
• Vertical Hierarchy
• Unity of command
• Line Management
• Limited Reporting

8. Diversity
• Diverse workforce
• Multicultural workforce
• Learning Organization
• No cultural or ethnic clash
• Strongly condemn Grapevine
talks
• Warning issued in contradiction
of Grapevine talks

9. Guidelines
• Employee focused policies
• Attention towards employees
• Standard compensation
• Industry based remuneration
• Abundance of skill labor
• Develop employees at all levels
• Leadership style is highly
supportive and directive
• Leadership style is highly
supportive but low directive
• Compliance with government
rules and regulations
• Conformity to standard rules
and regulations

10. HR Policies
• Focused on individual skills and
capabilities
• Focus on professional
marketing skills
• Transparent appraisal system
• Appraising through
Rating Scale method
• No exit interviews
• Job rotation exists
and
Graphic
• Exit interviews are conducted
• Practiced job rotation

11. Practices
• Keen about ethical behavior
• Grooming workers through
several training platforms
• Stress Management programs
• Employee Counseling
• Effective communication
• Standard code of conduct for all
employees
• Flexi-time exists
• Top to Bottom communication
process
• Management Counseling for all
employees

12. Employee Engagement
• Involvement in decision making
• Contribution in decision making
• Workshops for employees
• Training opportunities for career
development
• Highly motivated employees
• Treat as a part of family
• Strong employee commitment
• Innovations are recognized

13. Organization Management
• Quality management
• Smooth running of affairs
• Focus on teamwork
• Group commitment
• Employee counseling
• Employee focus
• Possess
network
• Alignment of individual and
organizational goals
intra-organizational

14. Judging Behaviors
• Few absenteeism but turnovers
are there
• Low turnover and absenteeism
• Coaching new-comers
• Disclosure of salary is prohibited
• Disclosure of salary is not
appreciated
• No political influence
• Helping colleagues
• Minimal political influence
• Desired emotions when dealing
with customers
• Self-controlled emotions
• Employee-Organization fit
• Employee-Organization fit

15. Assessment
• Provides equal opportunities to
its employees
• Proceed selective opportunities
• Automation process for opinion
• Intra-organizational hiring
• Hire people on merit basis
• Lies within comfort zone
• Polishes new talent by several
training campaigns
• Exercise exit interviews and
feedback
• Does not take exit interviews
• Female ratio slightly follow
• Female proportion is negligible
• Practiced manual feedback

16. Recommendations
• Increase their R&D department
• Flexi-time must be exercised
• Initiate awareness program
focusing in rural areas
• Requisite
campaign
aggressive
CSR
• Trace reasons behind employee
turnover
• Should modify
procedure
their
hiring
• Needs to re-establish their local
manufacturing plant
• CSR operations needs to be
revised
• Astute marketing policy

17. Final Words
• Purpose of our project is not just to categorize and pass judgment
but to seek inspiration
• Common theme we observed that success is not achieved over-night
• All it requires continuous exceptional efforts and determination along
with creativity and imagination