Present and future of glaxosmithkline pakistan

Present and prox of glaxosmithkline pakistanWe induce a ch solelyenging and inspiring register to improve the reference of human life by enabling tidy sum to do much, smelling stop and live longer. This representation gives us the purpose to bust innovative medicines and products that friend millions of people around the piece.We be nonp atomic number 18il of the few pharmaceutical companies researching both medicines and vaccines for the World Health Organizations triple priority diseases HIV/AIDS, atomic number 65 and malaria, and argon very(prenominal) proud to stimulate learned some of the star worldwide medicines in these fields.Headquartered in the UK and with operations based in the US, we are one of the application leaders, with an estimated seven per cent of the worlds pharmaceutical market. exactly being a leader brings responsibility. This means that we care about the impact that we get hold of on the people and orders touched by our mission to improve wellness around the world.It besides means that we must help exploitation countries where debilitating disease affects millions of people and access to life-changing medicines and vaccines is a enigma. To meet this challenge, we are committed to providing discounted medicines where they are regarded the most.As a conjunction with a firm foundation in science, we have a flair for research and a track record of turning that research into powerful, marketable drugs. Every mo we spend more than 300,000 (US$562,000) to find clean medicines.We produce medicines that treat major disease parts such as asthma, virus control, infections, mental health, diabetes and digestive conditions. In addition, we are a leader in the important area of vaccines and are developing freshly treatments for cancer.KEY FACTS ABOUT GSKEvery secondWe distribute more than 35 doses of vaccineEvery minuteMore than 1,100 ethical drugs are written for GSK productsEvery hourWe spend more than 300,00 0 (US$562,000) to find new medicinesEvery dayMore than 200 million people around the world use a GSK brand toothbrush or toothpasteEvery yearOur factories produce 9 jillion Tums tablets, 6 billion Panadol tablets and 600 million tubes of toothpastePAKISTAN OVERVIEWGlaxoSmithKline Pakistan Limited was establishd on January 1st 2002 through the merger of SmithKline and french of Pakistan Limited, Beecham Pakistan (Private) Limited and Glaxo Wellcome (Pakistan) Limited- standing today as the largest pharmaceutical participation in PakistanAs a leading international pharmaceutical compevery we make a real difference to global healthcare and particular propositionally to the developing world. We trust this is both an ethical imperative and key to channel mastery. Companies that respond sensitively and with consignment by changing their business practices to address such challenges give be the leaders of the future. GSK Pakistan operates importantly in ii industry segments Phar maceuticals (prescription drugs and vaccines) and consumer healthcare (over-the-counter- medicines, oral care and nutritional care).GSK leads the industry in assess, volume and prescription market shares. We are proud of our consistency and stability in sales, profits and ingathering. Some of our key brands ack instanterledge Augmentin, Panadol, Seretide, Betnovate, Zantac and Calpol in medicine and renowned consumer healthcare brands include Horlicks, Aquafresh, Macleans and ENO.In addition, GSK is deeply involved with our communities and admit various Corporate Social Responsibility initiatives including working with the case Commission for Human Development (NCHD) for whom we were one of the largest corporate donors. We consider it our responsibility to nurture the environment we operate in and persevere to extend our rear to our fellowship in every possible way. GSK participates in year round charitable activities which include organizing aesculapian camps, brave outin g well-being organizations and donating to/sponsoring various developmental concerns and hospitals. Furthermore, GSK maintains strong partnerships with non-government organizations such as Concern for Children, which is also super involved in the design, implementation and replication of models for the endureable development of children with specific emphasis on prime healthcare and education.GSK PAKISTANUK(HQ)CEOM. SALMANTECHNICAL DIRECTORDR. MUZAFFAR IQBALDIRECTOR MEDICAL SERVICESDR. ATIF MIRZADIRECTOR MARKETING AND telephone line DEVELOPMENTMS. ERUMDIRECTOR FINANCE, IT, AND LOGISTICSDR. JAWEDHEAD OF HR AND ODMS. FARIHADIRECTOR SALESMR. PERVAIZ, MR. MAQBOOLDIRECTOR LEGAL AND REGULATORY affairsMR. SHAHID MUSTAFA QURESHIHEAD OF QUALITY MR. Z.U KHANHEAD OF PROCUREMENTMR. HAJI MUHAMMAD HANIFDOTTED LINE REPORTING property Assurance, procurement and HR reports to technical director Muzaffar Iqbal.SOLID LINE REPORTINGQuality Assurance, procurement and HR reports to UK.MERGER AND ACQ UISITIONS OF GLAXO COMPANYIn 1957 Glaxo started working in Pakistan.than in 1996 glaxo merged with Wellcome and became GlaxoWellcome.in year 2002 Wellcome acquired SmithKline French and beecham and comp some(prenominal) became GlaxoSmithKline.2 months back GSK has acquired the branded generics business of Bristol Myers Squibb (BMS) in Lebanon, Jordan, Syria, Libya and Yemen and also acquired Sirtris pharmaceuticals.PRODUCTSLeading products Augmentin Amoxil Panadol albuterol Ampiclox Betnovate Calpol Zantac SeptranVaccines include Engerix Typherix Infanrix Mencevax Fluarix Havrix Varilrix Hiberix Tritanrix PriorixTooth pastes includeMcleansSensodyneSTAKEHOLDERS OF GSKA stakeholder is best subtendd as a person, group or organization that has direct or indirect stake in an organization because it can affect or be affected by the organizations actions, objectives, and policiesThe major stakeholders includeEmployeesCommunitiesShareholdersInvestorsGovernmentSuppliersLabor UnionsGov ernment regulatory Agencies labor Trade GroupsNGOsProspective employeesProspective customersLocal communitiesPublic (Community)CompetitorsThe relationship they have with a wide outrank of other organizations is an important part of their business. GSK has a number of policies and initiatives that enable us to work effectively with these stakeholders.STAKEHOLDER CONFLICTSGSK do not face conflicts with stakeholder but there are two operating units where conflicts usually arises they are moneymaking(prenominal) unit Global manufacturing and returnCommercial unit includes sales and marketing whereas global manufacturing and supply includes design department and quality assurance.Sales department frequently demands more supply from the manufacturing department which is main problem between the two heads because often the demand is much higher while the employees are less. So at that time often the conflicts occur. Commercial unit is the one who directly faces the customers both the d epartments have to report illuminate heads.EVALUATION OF EMPLOYEE PERFORMANCEAt GSK employee performance is evaluated at the end of the year. They develop a final cause cognize as performance and development plan (PDP) in which each employee sets two objectivesHard core objectives come up-to-do core objectivesHard core objectives are the targets that the employee has to achieve till the end of the year.Soft core objectives are based on the 12 high performance behaviors.Outstanding achievements of employees in any of 12 proud Performance Behaviors stomach the continual success as individuals and collectively as an organization.High Performance Behaviors training SearchCreating Business Solutionscompromising ThinkingInfluenceBuilding ConfidenceCommunicationBuilding RelationshipsTeamwork under actual plurality transform Drive ChangeContinuous ImprovementCustomer FocusGSK Spirit provides employees with an fortune to recognize or be recognized for outstanding achievement where Top Achievers can receive strong monetary awards for both individual and team achievements.For each role, in addition to relevant experience and qualifications, GSKA is aspect for employees that can demonstrate the attributes of our High Performance Behaviors.Innovative ThinkingInformation searchCreating business solutionsFlexible thinkingCollectively describes how to collect and share relevant information which helps GSK people to form new ideas and take innovative options whilst taking into account the complexity of the context in which we operate. It maximizes the chances of creating and sustaining increased performance for GSK.Achieving ExcellenceEnable and drive changeContinuous improvementCustomer strainDescribes the ways in which unendingly better performance by keeping focused on ways of achieving GSKs goals and delighting the customers. This ability to deliver performance levels beyond expectations distinguishes us from competitors.Leading PeopleInfluenceBuilding confi denceCommunicationDescribes how benignant and inspiring others to boob the ideas by communicating effectively. It passs in generation of shared and collective belief in GSKs future success.spicy and developing othersBuilding relationshipsTeam workDeveloping peopleDescribes ways in which GSK can develop open, trusting and collaborative relationships with a diverse mix of people both across and outside GSK, and find that these relationships develop collective capability to perform better. Through engaging each other and truly working together we will grow and enrich GSKs potential.After developing the objectives each employee discusses it with the manager and after agreeing the plan is signed by the manager and the employee. Midyear brushup of the plan is also done to check whether the plan is firing on the track.EMPLOYEE MOTIVATIONRewards RecognitionGSKs remuneration and reward programs are competitive with some of the best companies at heart and across our industry. Superio r performance is recognized with both financial and non-financial rewards. Thanking people for a job well done is central to GSKs culture.Performance and rewardGSK reward systems support high performance and help to collect and retain the best people. Performance-based pay and bonuses, share rewards and share options align employee interests with business targets.Compensation BenefitsGSKA adopts a measure Compensation and Benefits approach in the design of its salary packaging model. This aim to provideOptimum tractablenessChoice andTargeted incentive programs to provide us with the best opportunity to attract and retaining world class employees.incentive Plans are an integral component of the GlaxoSmithKline Total Compensation and Benefits Philosophy. A Long Term Incentive scheme is offered to Senior Managers.Employees are able to participate in the GlaxoSmithKline Australia Employee Share Plan on reaching the eligibility criteria.Employee avail computer programmeGSK values the well being of its employees and, as a result, has made available an Employee Assistance Program to enhance well being, both personally and in the workplace. The Employee Assistance Program provides professional assistance and way for any work related or personal problems. The service is fully confidential and free of charge to employees and their immediate families.Professional DevelopmentGSK recognizes that our people determine the success of the business and we are committed to developing this precious resource. Whatever your role, you will be supported through our Performance Development Planning growth in your efforts to enhance your core capability, performance and ability. You will be assisted to achieve both your shortstop and long term career goals through GSKA talent concern initiatives.Training DevelopmentIn effectuate to reinforce the Performance Development Planning process GSK offers employees the opportunity to participate in a prescribe of external and i nternal development courses as well as offering support for further tertiary Education.Leadership Development ProgramGSK Leaders set the tone for employees experience of GSK as being a place where they are truly valued. GSKA Leaders ensure the organizations business strategy and people practices are aline with the GSK Mission, Strategic Intent and Spirit. This is achieved through the consistent application of our 12 High Performance Behaviors. Furthermore, a suite of high performance leadership development programs, including Foundations of Leadership has been developed to support all people management roles at GSK and will be linked to the recruitment and succession planning of future leaders.talent check up onThe Talent Review process is a component of the GSK Performance Development Planning Program. It is one of GSKs Talent Management initiatives and consists of a series of workshops where GSK Leaders come together as a team to review and discuss their employees performance , development and career aspirations.CHALLENGES FACED BY GSKThe environment in which the Consumer Healthcare business operates has break ever more challengingconsumers are demanding better quality, better value and improved performanceretailers have consolidated and globalised which has strengthened their negotiation powerCycle times for innovation have reduced.The pharmaceutical industry is experiencing a time of unprecedented challenge. Patent expiries, regulatory issues and increased pressures from healthcare providers have unite to create an environment where pharmaceutical domain is associated with lower growth and higher risk.KEY CHALLENGESThe patents on many medicines that have driven sales growth in our industry over the past decade are coming to an end. These medicines may not be replaced by products of equivalent financial size. In addition, there are change magnitude pressures on pharmaceutical companies to deliver products with demonstrable benefits over current trea tments. No longer do we solely have to discover and develop products that help people do more, feel better and live longer. We now have to justify that our products represent the greatest value for healthcare providers.At the same time, the pharmaceutical sector has been exposed to controversy regarding ethical and patient safety issues. As an industry, we are in danger of gnaw what trust we already have when we actually pauperization to be building stronger relationships with governments, regulators and the cosmopolitan public.These factors have combined to move the industry from one which was expected to deliver high growth at low risk, to the very opposite.These challenges are being tackled through three key strategic priorities that will transform GSK into a company that delivers more growth, less risk and an improved financial performance.Three strategic prioritiesIn 2008, the following three strategic priorities were establishedGrow a diversified global businessDeliver more products of valueSimplify the operating modelThese priorities will enable the organization to navigate the coming years successfully and retain the leading-edge position as a company able to meet patients and healthcare providers needs into the future. bristle A DIVERSIFIED GLOBAL BUSINESSGSK is reducing risk by broadening and balancing the portfolio, diversifying into new product areas that show potential, while also fully capturing opportunities for products across all geographic boundaries.Specifically, to generate future sales growth by strengthening core pharmaceuticals business and supplementing it with increased investment in growth areas such as vaccines, biopharmaceuticals and consumer healthcare.GSK is also seeking to unlock the geographic potential of the businesses, particularly in emerge markets and Japan.PLANSDrive growth in the pharmaceutical business in the core marketsDeliver ambitious vaccines omenFulfill the potential of emerging marketsExpand businessGrow the Consumer Healthcare businessDELIVER more PRODUCTS OF VALUEWe are striving to build one of the strongest pipelines in the industry. We are transforming RD to ensure that we not scarce deliver the current pipeline but are also able to sustain a lessen of new products for years to come.As we move towards a more diversified business we will condense on developing a higher volume of mid-size products for more clearly-defined patient populations. This will help develop a lower risk portfolio which is not dependent on the performance of one or two large products. arbitrary steps have already been taken, with 30 late-stage assets currently in our pharmaceuticals and vaccines pipeline. Our objective is to sustain this throughput of products over the long-term.PLANSFocus on the best scienceDiversify through externalizationRe-personalize RDFocus on return on investmentSIMPLIFY THE OPERATING MODELGSK is a complex organization. We recognize that we need to simplify our operating model furthe r, changing the way we work, removing unnecessary processes and structures which slow us down and disarray us from our mission.Our global restructuring programme is a vital catalyst of our strategy. We believe it will radically change our business model giving us the capability to support a more diverse, growing business that is also expected to be more profitable in the long-term.PLANSEvolve the commercial modelRe-shape manufacturingstreamline processesReduce working capitalFor GSK brand pull is already present in the market as it is the 1 pharmaceutical company in the world. It is a most preferred company in toll of prescription by doctors and more than 1,100 prescriptions are written for GSK products every minute.GSK is preferred by doctors only because of their quality standards. GSK has a good quality management system. collective SOCIAL RESPONSIBILTYGSK is considered as one of the most progressive player in the corporate brotherly responsibility. Some of the societal activ ities demanded by GSK are as followsPartnering with the National Commission for Human Development for autochthonic Healthcare ExtensionGSK Pakistan has provided a grant of 144,000 sterling (Rs.12.96 million) to the NCHD Primary Healthcare Extension Program making GSK the largest corporate donor to this cause. The purpose of this grant is to contribute at the grass root level towards healthcare improvement of the Pakistani people. The great thing about the basal healthcare extension program is that it will be implemented in the areas generally recognized as difficult to access, hence often neglected due to harsh terrain, high levels of illiteracy and confined social setups.Concern For Children Trust (CFC)The Concern For Children Trust (CFC) is a non profit, non government trust established in 1997. Their mission is to promote the health and welfare of the Children of Pakistan, paying special attention to preventive and primary healthcare, education, infrastructure, maintenance and support and to create general awareness about various child healthcare issues. The Trust is partially self-sustainable in that, its operational costs are covered by a Trust Fund. SmithKlineFrench to SmithKline and French of Pakistan Limited donated the initial seed money and now GSK Pakistan continues to be the major donor.International Programme for HIV Education Positive Action ProgrammeIt is estimated that more than 36 million adults and children are living with HIV/AIDS with somewhat 15,000 more people being infected each day. Globally, more than 21 million people have died from AIDS, resulting in 13.2 million orphaned children.Positive Action is GSKs international programme of HIV education, care and community support. In this, GSK works in partnership with individuals, community groups, healthcare providers, international agencies and others to encourage HIV ginmill as well as education, care and treatment of people living with, or affected by HIV/AIDS. Since its inception in 1992, positive action supported and implemented a wide transmutation of projects at both national and international levels throughout the world.EARTHQUAKE RELIEFIn this time of need and despair, GSK Pakistan was very quick to respond to the calamity affected areas with Rs. 20 million worth of antibiotics, analgesics and topical anti-bacterial supplies, delivered at heart 24 hours of the disaster having struck. Carefully selected emergency treatment packages were developed by the Crisis Management Team established, and a donation of up to 350,000 doses of Hepatitis A vaccine was given to health authorities to cope with the arising health concerns in the wake of the earthquake. This was all delivered within 24 hours of the disaster due to the urgent medical need.PROGRAMMES AND OPPORTUNITIES TO ENCOURAGE spry EMPLOYEE INVOLVEMENTGSK encourages employees to become involved with deserving causes in their local communities around the globe. GSK support their time and inscription wi th various internal programmes and opportunities to encourage active employee involvement.The PULSE Volunteer Partnership Programme is the newest corporate responsibility initiative. Starting in 2009, PULSE will empower GSKs high-performing employees to volunteer using their professional expertise, lasting for a period of three to six months. A PULSE volunteer will work full-time with one of our partner non-governmental organizations (NGO) to make a significant impact in impoverished communities around the world. With their skills and knowledge, PULSE volunteers will work to build positive, sustainable change within the NGOs programming and service delivery in developed and developing countriesORANGE Day, introduced globally in January 2009, has enabled thousands of employees to make a significant difference through engaging with their local community.Give as You Earn (GAYE), is a payroll giving scheme where an employee or pensioner can donate to any charitable organization in the UK, straight from their pay.APPROACH TOWARD SOCIAL indebtednessPROACTIVE APPROACHGSK has a proactive approach towards social responsibility. Managers at GSK actively participate and hire themselves in different social activities which include awareness regarding diseases, PULSE campaign, malaria, AIDS etc.ABOUT GSKs CORPORATE ETHICS AND COMPLIANCE PROGRAMMEGSKs Corporate Ethics and contour Programme were established by the mount of Directors to support GSKs commitment to high standards of ethical conduct. The programme is under the direction of the Corporate Ethics and Compliance Officer, who reports to the Chief Executive Officer. Through the programme the Corporate Ethics and Compliance staff provides oversight and guidance to ensure compliance with applicable laws, regulations, and company policies, and to foster a positive, ethical work environment for all employees.GSKs Code of Conduct is the foundation for all the company policies. It sets out the fundamental principles th at the company values and that employees should guard in their daily work. Supporting the Code of Conduct policy is a range of corporate policies providing specific guidance in areas such as competition law, marketing practices, non-discrimination, share needing, and conflicts of interest. GSKs employee pass on to business conduct highlights the Code of Conduct, core compliance policies and provides guidance to employees. It is the responsibility of each employee to implement the code and follow the employee guide to sustain the trust and confidence of all GSK stakeholders. The six pages of code of conduct document clearly define the Purpose, scope, responsibilities, policies and communication of issues to all GSK employees. The policy covers the following function in GSK.Audit, Compliance, QualityCommunicationsGovt. External personal mattersFinanceGlobal ProcurementHRITLegalManufacturing lendMarketing, Sales SupportMedical question / DevelopmentSupervisors ManagementPurpo seThe purpose of this document is to state GSKs Policy on the fundamental standards to be followed by GSK Staff in their everyday actions on behalf of the Company and to promote honest, legal and ethical conduct. lucubrate relating to specific actions will be provided in the GSK Standards of Conduct.ScopeThis policy applies to all GSK Staff (includes employees, complementary workers, students and interns) world-wide, within all sectors, regions, areas and functions. GSK Staff must ensure this policy is followed by any contractors or other third-parties whom they engage.FORCES FROM particular GENERAL ENVIRONMENTSPECIFIC ENVIRONMENTCOMPETITORSGSK faces huge competition in Pakistan. It has many competitors that are impact the sales if GSK. Competitors includePfizerJohnson JohnsonBayerAbbottNovartisCompetition from generic products generally occurs as patents in major markets expire. We believe that remaining competitive is dependent upon the discovery and development of new produc ts, together with effective marketing of animate products. Within the pharmaceutical industry, the introduction of new products and processes by our competitors may affect pricing or result in changing patterns of product use. There is no assurance that products will not become outmoded, as yet patent or trademark protection. In addition, increased government and other pressures for physicians and patients to use generic pharmaceuticals, quite an than brand-name medicines, may increase competition for products that are no longer protected by patent. nodeSThe main customers of any pharmaceutical are the doctors. The brand name of GSK is so reliable that most of the doctors prefer only the GSKs product. GSK continuously spent money on RD so to satisfy the customers need.SUPPLIERS DISTRIBUTORSWorldwide GSK buy goods and services from around 90,000 suppliers. Our supply chain is complex it ranges from strategic relationships with suppliers that manufacture active pharmaceutical ingr edients, intermediates, raw materials and packaging for GSK medicines to contracts for goods and services such as office equipment, cleaning and security. The Primary supply sites supply high quality, competitively priced bulk actives and focus on improvements in primary technologies and processes. GSK does not own any of the suppliers or distributors. New product and global supply sites work closely with RDs development teams to ensure that the right technical competencies are in place to support rapid and successful new productGOVERNMENTAs such GSK dont face any issues with the government because they have their code of ethics which GSK strictly follows. GSK also play part in the welfare of society and avoid any of the illegal acts that can affect the GSKs reputation.GENERAL ENVIRONMENTIn general environment technological forces affect the GSK in the sense that new technologies are coming which are resulting in the new methods of producing the products. But GSK due to its huge bus iness easily replace old technology with the new one for making the product in the much better way than the previous methods.FUNCTIONS AND DEPARMENTS AT GSKThe main functions and departments at GSK are Production Engineering Environmental health and safety (EHS) Operational excellence Supply chain Finance Human resource Procurement Quality assurance Supply chainCUSTOMER REQUIREMENTSCUSTOMER VALUEFASTER LOWER COST BETTERLEAN SIGMAINPUTSCULTURE AT GSKCULTURE AND valueGSKsmissionis to improve the quality of human life by enabling people to do more, feel better and live longer.GSK place great emphasis not only on what we achieve, but also on how we deliver our achievements. Integrity and transparency are critical in our decision making and underpin everything that we do.GSKsculture is summed up in theSpirit of GSKthat defines thevalueswe expect all our employees to embraceRespect for PeoplePatient FocusedTransparencyIntegrityGSKsvaluesare pivotal to the way they operate and employees ar e people with high integrity who make good, honest decisions with patients in mind.GSKsmissionandspirithelp employees deal with new challenges and maintain a clear focus.CORE COMPETENCY OF GSKThe core competency of GSK is their consumer health care, consumer health standard their quality standard. These factors give the coreThe sources of GSK are due to their huge efforts in R D to bring continuous innovations in the products. Our scientists are working hard to discover new ways of treating and preventing diseases.Our success depends on a vibrant and productive RD function. To this end, we have established an innovative RD structure that encourages creativity and facilitates the intensify discovery and development of new medicines and hence gaining the competitive advantage.We also build collaborations and links with other research groups, biotechnology companies and academic institutions to help develop transformative scientific concepts.SOURCES OF CORE COMPETENCYSources of core c