Human Resource Management Audit For Johnson And Johnson Introduction The Headquarter of Johnson and Johnson is situated in New Jersey. Johnson and Johnson is one of the world’s most globalized companies in terms of supplying pharmaceuticals, consumer health care goods, and devices for medical needs (Johnson & Johnson d)…
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Some of the most renowned products are Johnson’s baby products, facial wash clean and clear, Tylenol medications, Acurve contact lenses, as well as Neutrogena skin and beauty products etc. The company is planning to increase its market share and achieve the desired goals; for that matter, Johnson & Johnson analyzes its human resource management practices and policies in order to see which integral parts are performing well and what further improvements are required. This report audits the human resource management of Johnson and Johnson. HR Program aspects that seem to be performing well Employee diverse workforce: Johnson & Johnson has workforce from all parts of the world, speaking different languages, sharing different faith, religion, knowledge visions, customs and culture. This workforce is more than 115,000 employees who share different academic and educational qualification as well. The educational background varies from low level worker to highly qualified PhD scientists. (Foster and Kaplan, 2001, p.232) Johnson & Johnson credo being the precipitating factor for swift managing of this workforce and is also a reason behind its success. The workforce may differ in values and beliefs but the company’s credo ethical values seem to bind them as one unit which leads Johnson & Johnson towards success as a single collective workforce unit. Policy towards labor laws and regulations Johnson & Johnson labor laws have these main agendas: The minimum age to qualify for working at Johnson & Johnson is 16 and those who are 18 or under are not allowed to work more than 48 hours in a week. Giving proper rest to workers during work day and avoid maximum working hours for workers in order to maintain safety. Labor prison should be avoided in terms of bonded or forced manipulations of workers. Proper knowledge should be given to workers about the daily or hourly wages, if extra hours are required then, extra hour wages should be disclosed to worker before initiating work. Respects the rights of the workers and their decisions of joining or not joining the organization. No discrimination in terms of gender, health, religion etc. Respect the right of workers to bargain in a collective manner without illegal or collective manner. Threats in terms of brutal and sexual harassments should be avoided. The balancing work and family program: Johnson & Johnson started to make efforts for creating a balance in work and family program after taking an inspiration from a credo survey, which revealed the deficiency in commitment of Johnson & Johnson towards work and family program. As a result, balancing work and family program was put to practice. Learning services group: Learning services group was designed to assist operating units regarding workforce performance and towards the adaptability and adjustment of Johnson & Johnson culture. The main aim of this group is to offer quality management and help units to achieve quality and high standard products (Johnson & Johnson b). The live for life program: The desire of Johnson & Johnson is to have strong and healthiest workers in the world leads toward the idea of live for life. The program merely focuses on exercise, nutrition, stress control and non smoking assistance. Various programs were introduced which offered health and fitness awareness and issues related to health. (Johnson & Johnson a) Training and development with reference to the concept of i- lead: In order to get the
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References………………………………………………………………………6 Introduction Aims and Objectives This research projects looks at the hospitality industry and aims to provide to a hospitality company the critical analysis of hotels.
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