Listen to the voices of employees

Victor Ng, general manager of the new GlaxoSmithKline U.S. manufacturers in the fast moving consumer goods company Unilever for 22 years, the "quit" into a more competitive pharmaceutical industry. New to the post, first grasp what? Victor Ng's experience is: life's work. "Although Chinese medicine is a career 20 years I have never been in contact area, but general manager's task is much the same position. Business is a team of general manager to do is set the whole team the advantage of a comprehensive initiative to mobilize the staff . "

People to do the work, we must first listen to the voices of employees. GlaxoSmithKline company has 800 U.S. employees, has to do medicine in China for 20 years of experience. So this year, just one post, Victor Ng will be arranged with staff, the idea of listening to employees. He told reporters: "I first of all employees of that corporate culture is to change or maintain the status quo. As the new general manager, I think I used to service should not be brought in the company's culture. Culture should reflect the culture of employees, rather than the general manager of the cultural, GlaxoSmithKline 800 employees of Sino-US common needs of culture. "

Through brainstorming, Victor Ng clarified the mandate of the new jobs this year: Our goal is in the next 3 to 4 years to become the industry's most respected companies, job seekers have not only become the first choice, but also employees of the "Music Industry" where .

"Employees are the greatest asset, different levels of staff development and training needs, they will notice that we have not provided more room for them to see our training rich enough, not good enough. Therefore, we This year will focus on different levels and different positions for the staff, introduction of more training programs than ever before, significantly different levels of training to improve. "Victor Ng said.

Victor Ng believes that staff training can not only enhance the team training staff awareness, improve performance, but also a good way to strengthen the corporate culture. He told reporters, through extensive staff training, and promoted the building of enterprise culture, this is the company has been promoting mutual trust, open and transparent and independent spontaneous spirit. "Mutual trust is very important is the hundreds of teams, different departments, hundreds of people work together, many things need to trust each other to complete the well. The company needs mutual trust between the different staff, different departments and more need for mutual trust. "Victor Ng said.

For open and transparent and independent development, Victor Ng explained that: "We opened ourselves up to our problems, there are problems we have to say, it should be released out of respect to each other. Different levels of employees can put forward their own views, for the company business initiative to do things, not so driven by their superiors. a corporate culture can not be static, but no matter how they change, the cultural workers who must be approved by corporate culture. "

Turning to human resources in building some of the measures, Victor Ng said that the current Sino-US GSK has established a good assessment of plans and incentive compensation benefit plans, employees make a very good career development opportunities, working hard at the same time be reasonable return. In personnel training, the U.S. GlaxoSmithKline will implement employee performance management system to help employees develop and improve themselves. According to this system, employees and management personnel directly communicate with each other and jointly develop key objectives and implementation strategies and methods, while the employee self-made career development plans and objectives of the establishment phase in training to help employees to achieve self-management, self-development.










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