Separation Management in GlaxoSmithkline Case Study

Separation Management in GlaxoSmithkline - Case Study Example It is the only pharmaceutical company researching both medicine and vaccines for the WHO's three priority disease HIV/AIDS, tuberculosis & Malaria. As a company with strong foundations in science developed many drugs and spends heavily on R&D. GSK produces medicines that treat 6 major disease areas-Asthma, Virus control, infection, Mental Health, diabetes and digestive conditions. With the merger of top two British companies Glaxo & Smithkline in 1998, GSK increasing leaning's to the US in style and markets due to large US pharmaceutical markets. This merger and restructuring results in almost, 15,000 jobs loss of global workforce. Almost 300 Sr. Managers has been made redundant. Spencer Stuart, an international recruitment consultancy, was brought into look into areas of potential overlap between business units rather than the universe of managers at the new corporation, and would leave the vital R&D and marketing teams intact. By bringing in a recruitment consultancy to carry out a management audit, to executives once again expected to develop a level playing field so that few key individuals were lured away. This fear was further supported by anecdotal evidence, which suggested that the most valuable executives were likely to jump ship to competitors before the merger process was over. It has been evident that a well-planned separation management has been the part of GSK since its inception. GSK has spread over 116 countries but its policies and management of people/employees has always been based on the value of stringing for a balanced workforce and is committed to the principles of equal opportunity, equality of treatment, and creating a dynamic climate where diversity is valued as a source of enrichment and opportunity. All phases of employment relationship-including recruitment, hiring, training, promotion, compensation, benefits, transfers, separation and leaves of absence- will be carried out by mangers without regard to race, color religion, gender, age, sexual orientation ethnic or national origin, disability or (in US) status as a disabled veteran or veteran of war exist. GSK workplace environment force every employee to treat one another with equal respect and dignity, comply will all relevant employment laws and regulations in the various countries in which it do business and encourage employees to report immediately to m anagement or HR any incidences that are in consistent with their policies so that the GSK could be able to take corrective measures including separation from employment. GSK treat their employees with respect and dignity, encourage diversity and ensure fair treatment through all phases of employment. GSK provide safe and healthy environment, which support employees to perform to their full potential. GSK is committed to conducting its business with honesty and integrity and with ethical behavior and compliance with applicable laws and regulations. As we know GSK operations has been spread across 116 countries and each have its own employment laws to follow, GSK has established a corporate ethics and compliance department to look into every aspect of employee business conduct and serious violation of code results in separation from services. GSK employees have the responsibilities to comply with local legal requirements as well as GSK Policies &