pratikkk

MP Guru
Employee Retention of Johnson & Johnson : Johnson & Johnson (NYSE: JNJ) is a global American pharmaceutical, medical devices and consumer packaged goods manufacturer founded in 1886. Its common stock is a component of the Dow Jones Industrial Average and the company is listed among the Fortune 500.
Johnson & Johnson consistently ranks at the top of Harris Interactive's National Corporate Reputation Survey,[2] ranking as the world's most respected company by Barron's Magazine,[3] and was the first corporation awarded the Benjamin Franklin Award for Public Diplomacy by the U.S. State Department for its funding of international education programs.[4] A suit brought by the United States Department of Justice in 2010, however, alleges that the company from 1999 to 2004 illegally marketed drugs including antipsychotics to Omnicare, a pharmacy that dispenses the drugs in nursing homes.[5] Johnson & Johnson responded that the payments were lawful and appropriate.[6]
The corporation's headquarters is located in New Brunswick, New Jersey, United States. Its consumer division is located in Skillman, New Jersey. The corporation includes some 250 subsidiary companies with operations in over 57 countries. Its products are sold in over 175 countries. Johnson & Johnson had worldwide pharmaceutical sales of $24.6 billion for the full-year 2008.
Johnson & Johnson's brands include numerous household names of medications and first aid supplies. Among its well-known consumer products are the Band-Aid Brand line of bandages, Tylenol medications, Johnson's baby products, Neutrogena skin and beauty products, Clean & Clear facial wash and Acuvue contact lenses.

Forty-five percent of Americans working at small to medium-sized companies say that they would stay at their jobs longer because of employer-sponsored wellness programs, according to the latest Principal Financial Well-Being Index.

The survey found that as a result of workplace wellness programs, 40 percent of workers say they are encouraged to work harder and perform better and 26 percent miss fewer days of work by participating in such programs. As in previous years, 51 percent of workers believe that wellness programs are very or somewhat successful in reducing health care costs.

The index, which surveys American workers at growing businesses with 10-1,000 employees, is released by Principal Financial Group, a benefits provider. These findings focusing on wellness attitudes and behaviors among American workers were taken from the fourth quarter 2009 Index.

“Wellness programs are clearly a win-win, especially at a time when employers and their employees are more budget conscious,” says Lee Dukes, president of Principal Wellness Co., a subsidiary of the Principal Financial Group. “Employers benefit by retaining top talent, energizing their employees and reducing the number of sick days. Employees benefit from improved physical health, reduced stress in the workplace and the financial benefits of a healthy lifestyle.”

While not all employers offer wellness programs, the survey found that nearly half (47 percent) of workers surveyed would participate or do participate in wellness programs to achieve better overall physical health. Other top reasons for participation include:

• Reduced personal health care costs (30 percent).

• Greater chance of living longer and healthier lives (30 percent).

• Receiving employer incentives for participation (28 percent).

• Reduced stress (28 percent).

Fitness Tops Workers’ Wish List

The survey found most workers are interested in wellness programs that improve their physical fitness, with 27 percent saying they would like in-office fitness facilities, 23 percent citing fitness center discounts and 19 percent expressing interest in weight management programs.

For some, these wishes came true, as significantly more workers (15 percent) had access to fitness facilities in fourth quarter 2009 compared to 11 percent in fourth quarter 2008.

Worries About Changing Health Plans Mount

As workers seek ways to improve their health, they are concerned about potential changes in their health insurance. Significantly more workers, 34 percent, expect their medical plan options to change in 2010 compared with only 23 percent in 2009, the survey found.

“While uncertainty over the future health care system mounts, more Americans are taking charge of their own health by focusing on preventive care and living a healthy lifestyle now to lead a longer, more quality life,” says Dukes.


Employers Key Drives To Attract And Retain Talent
Procter and Gamble India
Early responsibilities in career
Flexible and transparent organizational culture
Global opportunities through a variety of exposure and diverse experiences
Performance Recognition
American Express (India)
Strong global brand
Value-based environment
Pioneer in many people practices
NTPC
Learning and growth opportunities
Competitive rewards
Opportunity to grow, learn and implement
Strong social security and employee welfare performance- oriented culture
Johnson & Johnson
Strong values of trust, caring fairness, and respect within the organization
Freedom to operate at work
Early responsibility in career
Training and learning opportunities
Visible, transparent and accessible leaders
Competitive rewards
Innovative HR programs and practices
Glaxo Smith Kline Consumer Healthcare
Performance-driven Rewards
Its belief in “Growing our own timber”
Comprehensive development and learning programs
Flat organization, where performance could lead to very quick progression
Challenging work context
Competitive rewards
Exhaustive induction and orientation program
Tata Steel
Organization philosophy and culture
Job stability
Freedom to work and innovate
Colgate Palmolive India
Company brand
Open , transparent, and caring organization
Management according to the managing with respect to guiding principles
Training ad development programs
Structured career planning process
Global career opportunities
Wipro
Company’s brand as an employer
Early opportunities for growth
High degree of autonomy
Value compatibility
Innovative people program
Indian Oil Corporation
Company brand image
Work ethics
Learning and growth opportunities
Challenging work assignments
Growing organization
TCS
The group brand equity
Strong corporate governance and citizenship
Commitment to learning and development
Best in people practices
Challenging assignments
Opportunity to work with fortune 500 clients


Dick Finnegan is often referred to as “the turnover guy” when in reality he's the retention guy.

As president of Finnegan Mackenzie, The Retention FirmSM, Dick is recognized by executives across people management professions as a leading thinker and advisor on employee retention. Dick brings original, research-based solutions to a vexing and pervasive problem that robs organizations of their most valuable assets, their best workers.

Dick has worked with scores of clients across six continents on employee retention solutions. These clients have included, among others, Sprint, Hilton, The Hartford, GE, Johnson & Johnson, and the CIA. His messages connect with organizations of all sizes as he has been a Fortune 500 executive, small-business founder and entrepreneur.

Leveraging these experiences, Dick is a sought-after consultant who helps organizations substantially improve their employee retention. He is also a frequent speaker at conferences and corporate management meetings, combining humor with concrete action steps to help executives view retention as both essential and achievable.

Dick is a featured speaker at the Society for Human Resources Annual Conference and Exposition, and also presents at events sponsored by The Conference Board, American Society of Training and Development (ASTD), International Customer Management Institute (ICMI), Kennedy Information, and the American Bankers Association. His articles have been published in journals including Human Resource Planning, Call Center Magazine, The ABA Banking Journal, and The Economic Review. Dick is also a member of Call Center Magazine’s Call Center Industry Advisory Council.

Prior to founding Finnegan Mackenzie, Dick co-founded TalentKeepers, a global employee retention firm that focuses on helping organizations keep their best talent. He served as a senior executive with SunTrust Banks, the nation’s seventh largest banking firm.

Dick holds bachelor’s and graduate degrees from The Pennsylvania State University. He lives in Orlando, Florida, where the Orlando Sentinel newspaper published an editorial recognizing him for his extensive donations of professional services to nonprofit organizations.

you are devising ways to keep your best salespeople on staff, your company should consider the development of a tuition reimbursement program. This enticing program will interest both your current employees and desirable passive candidates. Most importantly, it will foster employee loyalty while developing your salespeople's skills.

Tuition reimbursement programs are adopted by many leading companies and can be a valuable recruiting tool. By covering costs for qualifying college courses, employers will encourage their workers to continually improve their technical skills and knowledge. Salespeople, in particular, can hone their craft through communications courses and professional seminars

A study by Spherion indicates that less than half of all workers are satisfied with their jobs. The average employee will remain with a company for two to three years. However, employees that receive tuition reimbursement stay with that company for five or more years. If it is within your company's budget to initiate such an employee benefit, a tuition reimbursement program is surprisingly easy to set up.

When developing a budget for the program, you should determine approximately how much individual courses and course materials would cost. Also, you should decide what sort of courses and/or seminars you would cover. After all, you certainly don't need to be paying your top salesperson to attend nursing school.

Once you have decided who will be eligible for this program and what sort of coursework is permitted for reimbursement, you will draft applications for your employees. Before the beginning of each course / professional seminar, you will need to receive an application for approval. Institute a reasonable deadline so that the company can verify the cost and eligibility.

Tuition reimbursement programs are considered to be one of the most desirable company benefits. Your salespeople will be more inclined to stay with a company that is offering such generosity. Also, extending tuition reimbursement shows that the company believes in an employee and his or her ability to achieve great things. This newfound confidence and developing knowledge will do wonders for both office morale and employee retention.
 
Last edited by a moderator:
Top