Recruitment, Training, and Compensation - Research Paper Example

Currently, it is also involved in selling of varieties of pharmaceutical products as well as in extensive medical research & development activities in serving various divisions in the field of healthcare. The operations of the company currently comprises of three segments including consumer-packaged goods, medical devices and diagnostics as well as the pharmaceuticals in over 60 countries. Furthermore, in its recent status, there are around 128,000 employees working in the organization (Johnson & Johnson Services, Inc., 2013). Recruitment and Selection Strategies There are several components/steps of the J&J recruiting and selection strategy.

This strategy was developed to facilitate multi-country operations. The components are discussed below. The first thing that must be accomplished is focus on facilitating temporary candidates with the aim to assist them in gaining adequate experiences in on-boarding processes conducted in the international circuits (Johnson & Johnson, 2013). This shall further drive the employees towards progressing and attaining growth within the working environment of the organization. The program should also assist J&J in building strong internal connections with the virtues of multidimensional communication among leaders having global and regional experiences.

The organization should also look forward to provide an opportunity for students who aspire to apply their skills and knowledge for the challenges assigned for the business of the organization. The second thing that must be accomplished is rendering a diverse set of employment growth opportunities to the potential candidates. J&J has been practicing its recruitment and selection strategies through the implementation of its International Recruitment and Development Program (IRDP). The company usually recruits eligible candidates from top business schools located in Europe and USA, with the assistance of recruiters placed locally.

Interviews are placed for the candidates in the primary stage of the selection process. After the preliminary rounds of interview, the management at the top level is engaged in the process of selection of the most potential candidates in the next level of the recruitment process. It is worth mentioning in this contest that J&J perceives a pro-active role in the development of leaders in their necessary skills which is believed to help the organization in focusing on its values and mission deciphering greater effectiveness (Johnson & Johnson, 2013).

Contextually, with its IRDP initiative, the company should also aim at rendering a diverse set of employment opportunities to individuals from MBA as well as from other graduate level students for incorporating permanent leadership growth in the organization. The third thing that must be accomplished is substantial effectiveness in its employee relations and management. It is in this context that with the recruitment and selection process as described above, J&J should focus on becoming more efficient in selecting employees from various cultures and therefore creating a diverse working environment to respond more effectively towards the demands and requirements of different consumer groups.

Contextually, with the virtues of technological advancements and cross cultural sustainability, it shall become easier and quite encouraging for candidates to adapt to the working environment and continuously perform better owing to which, greater heights can be