An Analysis of Talent Management in the Roche Singapore Company

This report provides an in-depth analysis of talent management practices within Roche Singapore, a pharmaceutical company focused on research and development. The introduction outlines the company's background, focusing on its research areas, global presence, and commitment to innovation. The report then delves into Roche's current practices regarding onboarding, emphasizing the use of technology to streamline the process and enhance employee engagement. Performance management is also examined, with a focus on the 360-degree appraisal system, its benefits, and potential drawbacks. The evaluation section assesses the effectiveness of these practices, acknowledging their alignment with talent management principles. The report concludes with recommendations for improvement, suggesting strategies to enhance knowledge sharing, employee relations, and talent acquisition. Key practices discussed include onboarding, performance management, and training and development, with references to relevant literature supporting the analysis.

Talent Management

Table of Contents
INTRODUCTION...........................................................................................................................1
a)Introduction of the Roche company.........................................................................................1
b)Current practices followed by the Roche in on-boarding and performance management ......2
c)Evaluation of Roche company's practices ...............................................................................3
d)Recommendation for improving current practices in Roche Company.................................4
Roche can improve its current practices by sharing of knowledge between the employees.....4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Talent management means choosing the suitable person for the particular job profile so
that the skills of the person will be matches with the position and retain in the company for long
term to achieve objective.
Present study will be based on Roche Singapore company that do research and
development on pharmaceutical, drugs and patents. It focuses on developing medicines and
diagnostic that help patient to live long and better life(Nkoane, 2018).
Report will include introduction of Roche company and the current practices use by the
company for doing on-boarding and performance management. It will further include evaluation
of practices used by the company.
)aIntroduction of the Roche company
Roche Singapore is doing research and development in pharmaceutical drugs and patents
It focuses on oncology, inflammation, virology, metabolic disease, and central nervous system. It
delivers its products to patients, healthcare professionals and researchers. It is the first biologics
manufacturing site within Asia region and produce US FDA licensed bio therapeutics using
recombinant DNA technologies. It has 500 employees working in the company in two different
production technology department. Its vision and mission is to provide quality product to the
patients that can be a competitive advantage for the company. Roche company believes that
quality is the true measure of our success(Mische, 2017).The company policy focuses on
encouraging strong performance, profit sharing, fairness and taking transparency in decision
making. The company regularly benchmark its compensation package to remain competitive in
the world. It focuses on the supply chain activities of the company. The company is spread over
6 continents, 80 countries and including many cultures. It has 60000 suppliers providing raw
materials, logistic services, packaging etc. Roche manufacture and provide more than 100
medicines, 140 diagnostics and 850 diagnostics tests to patients. Suppliers play an important role
in Roche for maintaining the competitive advantage for the company. Roche devotes its
resources to innovation. Key performance indicator of the company are providing a good
workplace, protecting the environment and delivering continuous growth. The company is
developing innovations for the future and helps patients in giving them the best treatment for
their better lives. It supports and respect the human rights in the company. They identify the
human right risk which can impact negatively on Roche. It offers flexible working arrangements
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for its employees. Roche also emphasizes on career and development of its employees. They are
the worlds the largest corporations that provide innovative healthcare solutions by doing proper
research and development to its patient(Noe and et. al., 2017).
)bCurrent practices followed by the Roche in on-boarding and performance management
Roche followed many practices in the company to improve the recruitment process,
selection process, extensive training, contingent compensation etc. but Roche followed the on-
boarding and performance management practice in the company.
On-boarding
On-boarding refers to the process of familiarising the new employee with the company
and for the purpose of increasing employee engagement .It is same as the induction process held
in the company for new employee. Employee on-boarding is an important HR practices that help
new employee to engage with other employees for the first few days of working. Roche followed
this practice in the company for improving the employee engagement in the company. Today
technology is very fast and many software are there for on-boarding process in the company.
Roche followed this practice so that it prevent the company time, cost and other expensive
resources(Deery and Jago, 2015). Now a days technology is changing and all the manual work is
done through software so Roche also doing its on-boarding practices through software that will
help in the easy workflow of the new employee for completing its formalities on the first day.
This on-boarding process will create a good experience for the new employee. Inducting
employee on the first day helps in providing friendly atmosphere to the new employee so Roche
provide proper induction of its employees. Roche follow all the steps before coming of the new
employee in the company as making the list of person the employee is meeting on its first day.
At the time of on-boarding process it is important to make new employee feel welcome that the
Roche company do in its on-boarding practice. Hence, the company uses above on-boarding
practices engaging the new employee with the environment of the company(Davis and et. al.,
2016).
Performance Management
Performance management refers to the term that create the environment of doing the
work in the company and employees can perform at its best level .Roche company followed the
360 degree appraisal for evaluating the performance of an employee in the company. All the
employees, subordinates, superior, peers and customers of the company give feedback upon the
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employee's performance. By using this practice Roche can evaluate the performance of its
employees. This practice helps in improving the performance of employees of the Roche. This
practices provide benefit to the employees that they are come to know about their work and the
areas where they have to improve so that the performance will be good. As Roche more focuses
on the quality product it wants that the performance of the employee will be good so that it will
increase the production.360 degree appraisal practice helps Roche company in evaluating the
position of the company in the world(Latorre and et. al., 2016)
Training and development
Training and development refers to the process in that proper skills and concepts of the
company is being taught to the employees so that it will work efficiently and effectively. Roche
company also follow this management practice to increase the skills in the employees so that
quality work is being done by them. Training and development is the essential practice in every
company so that company's objective can be achieved. Roche also provide soft skill training to
its employees. Through training and development practice employees productivity will increase.
It provides job satisfaction among the employees in Roche company(Rofcanin and Bal, 2017).
)cEvaluation of Roche company's practices
I think the company's practices are good with the perspective of talent management. As
Roche followed the on-boarding and 360 degree appraisals for evaluating the performance of
employees in the company. Roche company practices are sound as the company believes in
providing good quality to its patient. Every employee in the Roche is well trained and
experienced because it is pharmaceutical company that needs expertise team to produce quality
medicines in the company. As company is following 360 degree appraisals through which it can
be evaluated the company's practice as per talent management.
360 degree appraisal: It refers to evaluating performance of an employee in the company
including top management, superior, peers , subordinates etc. It helps in improving the
performance of the employees of the Roche. It also helps in development of new skills and
behaviour among the employees(Nkoane, 2018).
Advantages of 360 degree appraisals
 It provides feedback from all the employees.
 It helps in identify development opportunities in employees performance.
 Feedbacks are given to the employees so that they may contribute more in the company.
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As 360 degree appraisal helps in identifying the competencies of the employees that how they
contribute to the work of the company. So it helps in achieving the talent acquisition of hiring the
right talent for the right job position(Functions and practices of human resource management,
2019).
Disadvantages of 360 degree appraisals
 Employee's may not provide correct feedback for an individual that can impact on the
performance evaluation of employee.
 Time may be consumed more in filling the feedback form from all the employees.
As from the above disadvantages it can be said that 360 degree appraisal may affect the
evaluation of company's practices and may not be the right practice for the company to follow
while doing talent management. All practices have some pros and cons while following the
practice in the company. Similarly, for Roche company 360 degree appraisals will help in
acquiring the right talent to the company. As Roche company also follow the -boarding practice
that help an em[employee to get familiar with environment (Talent management, 2019).
)dRecommendation for improving current practices in Roche Company
Roche can improve its current practices by sharing of knowledge between the employees.
It provides compensation and benefits to its employees through which they get motivated and do
productive work in the company. There should be good employee employer relations through
which employee performance can be increase. There should be recruitment and selection
practices can be followed to acquire the right talent in the company. There should be happy and
healthy workplace for employees. There should be strategic management so that employees are
doing their work efficiently and effectively.
CONCLUSION
From the above study it can be concluded that management practices plays an important
role in the company. The company can achieve its objective by applying different practices in the
company. Practices will be there so that company will be run with the strategic management. On-
boarding , performance management and training and development are the practices followed in
the above study that helps in evaluating the performance of employees and familiarising the new
employee to the working environment of the company that enhances employee engagement in
the company.
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REFERENCES
Books and Journals
Davis, T and et. al., 2016. Talent assessment: A new strategy for talent management. Routledge.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).pp.453-
472.
Latorre, F and et. al., 2016. High commitment HR practices, the employment relationship and job
performance: A test of a mediation model. European Management Journal.34(4). pp.328-
337.
Mische, M.A., 2017. IT Management Consulting: The Industry and Profession. In Management
Consulting Today and Tomorrow (pp. 89-131). Routledge.
Nkoane, M.K., 2018. Talent management strategy and succession planning within the financial
service industry(Doctoral dissertation, North-West University).
Noe, R.A and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Rofcanin, Y. and Bal, M., 2017. Exploring HR Differentiation from Co-Workers’ Perspective.
Online
Functions and practices of human resource management.2019.[Online].Available
through<https://smallbusiness.chron.com/difference-between-hr-activities-vs-hr-
practices-61580.html>
Talent management.2019.[Online].Available
through<https://www.managementstudyguide.com/talent-management.htm>
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