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Presentation by Greg Westbook, VP of HR Services, Teva Pharmaceuticals

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1 Presentation by Greg Westbook, VP of HR Services, Teva Pharmaceuticals
Given to the Center’s breakfast event November 18, 2011

2 The Spirit of Teva in Kansas City: Quality People, Quality Products,
(Photo Removed) The Spirit of Teva in Kansas City: Quality People, Quality Products, Patient Focus Greg Westbrook

3 “Our greatest assets go home every night”
Larry Downey EVP, US Brands

4 Teva – Facts and Figures
Founded in 1901 in Israel #1 generic pharmaceutical company in the world Top 15 brand pharmaceutical company in the world 45,000+ employees in over 60 countries Global product portfolio of more than 1,250 molecules Specialize in development, production and marketing Focus on generics, brands, biologics and API Success lies in leadership of management, skills and devotion of our people, quality of our offerings and our focus on customers and patients

5 A Legacy of Leadership (Photo Removed)

6 Teva in the U.S. You may know that…
(Photo Removed) You may know that… 1 of every 6 Rx’s filled is with a Teva brand or generic product But did you know that… 20 Rx’s are filled with Teva products every second (24 hours per day, every day)

7 Teva Neuroscience (“TN”)
Created in 1995 as partnership between Teva and Marion Merrell Dow (MMD) - Teva Marion Partners MMD people, infrastructure and know-how used as base to build competencies within Teva (TMP) MMD evolved over time into Sanofi-Aventis Teva purchased TMP to form TN in 2001 TN interfaces with Global Innovative Resources to commercialize Teva’s branded neurological and other specialty products in US

8 Teva in KC At current facility in south KC since mid-2001
350+ associates on site Patient Support Call Center Neurology Brand Marketing Commercial Leadership General and Administrative functions Support to 300 field-based associates in Sales, Managed Markets and Medical Affairs (Photo Removed)

9 (Photo Removed)

10 Engagement Market Value and ROI
Stock appreciation and market return Employee support/recommendations of company’s products and services Employee attraction and retention Market value of publicly-traded firms Disengagement costs Source: Blessing White Global Engagement Report 01/11

11 Additional Findings Fewer than 1 in 3 employees worldwide fully engaged; nearly 1 in 5 actually disengaged Greater engagement found with: Older or more tenured employees Positions of power/authority Closest to strategy decisions and the customer Additional drivers of engagement and job satisfaction: Ability to apply talents, make a difference Career development and training Company’s sense of future Trust in executives and immediate managers Source: Blessing White Global Engagement Report 01/11

12 “People join companies, but they leave managers” Conventional Wisdom
“Commitment is not to an organization, it is to the leader’s vision and to the culture that follows on that vision” Jac Fitz-Enz

13 Unique Value Drivers of Engagement @ Teva Neuroscience
Commitment to Talent Management Pay It Forward Philosophy and Practices Positive Culture and Work Environment

14 TN Unique Value Driver #1
Commitment to Talent Management Leadership Brand development (2004) Key roles identification/mapping processes (since 2004) Emerging Leader identification, assessment and development planning processes (since 2005) Individual Development Plans in place for all employees (since 2009) Leveraging processes/tools across NABP in 2011

15 Commitment to Talent Management
2004 Leadership Brand Identified five leadership competencies needed over 5 to 10 year planning horizon: Achieving Business Results, Visioning/Strategic Thinking, Talent Management, Credibility, and Leading and Managing Change; assessed all top leaders against brand and created individual development plans 2007 TN Reorganization Leveraged assessment/development data to make informed and strategic people decisions at leadership levels All individuals successful in their respective roles; now using same process to identify potential successors

16 Commitment to Talent Management
NABP Commitments (late 2010) Leveraged best practices from individual units to create alignment and consistent practices ID key talent, critical positions and career mapping Assess via common set of criteria; create individual development plans Develop core leadership curriculum Create NABP level “slate of talent” Conduct formal reviews of top talent at least once a year by unit and once a year across NABP To date, dozens and dozens of individuals have taken promotional or developmental assignments across the brands since late 2009

17 TN Unique Value Driver #2
“Pay It Forward” Philosophy and Practices Create a positive impact on local organizations/individuals Grow Teva’s community reputation and image Enhance our ability to attract talent and to be viewed as an “employer of choice” Increase opportunities for business networking and partnerships; a voice in the area’s economic development Strengthen employee engagement/retention …and it all started by asking “what if”

18 TN “pays it forward” for the 1st time…(12/05)
Our company about to achieve major product milestone and we were looking for a way to celebrate it Many ideas offered (special bonuses, gifts, etc.) Each TN associate received $100 AMEX gift card… with two strings attached: It was to be used to benefit someone else (“not in your family…perhaps someone you don’t even know”) … or even a random act of kindness They had to tell us their stories…we set up special box to capture how the money was used to help others (hundreds of stories were shared)

19 (Photo Removed) The Starfish Story Adapted from The Star Thrower
by Loren Eiseley ( ) Once upon a time, there was a wise man who used to go to the ocean to do his writing. He had a habit of walking on the beach before he began his work. One day, as he was walking along the shore, he looked down the beach and saw a human figure moving like a dancer. He smiled to himself at the thought of someone who would dance to the day, and so, he walked faster to catch up. As he got closer, he noticed that the figure was that of a young man, and that what he was doing was not dancing at all. The young man was reaching down to the shore, picking up small objects, and throwing them into the ocean. He came closer still and called out "Good morning! May I ask what it is that you are doing?" The young man paused, looked up, and replied "Throwing starfish into the ocean." "I must ask, then, why are you throwing starfish into the ocean?" asked the somewhat startled wise man. To this, the young man replied, "The sun is up and the tide is going out. If I don't throw them in, they'll die." Upon hearing this, the wise man commented, "But, young man, do you not realize that there are miles and miles of beach and there are starfish all along every mile? You can't possibly make a difference!" At this, the young man bent down, picked up yet another starfish, and threw it into the ocean. As it met the water, he said, “It made a difference for that one.” (Photo Removed)

20 "All of us are born for a reason, but all of us don't discover why
"All of us are born for a reason, but all of us don't discover why. Success in life has nothing to do with what you gain in life or accomplish for yourself. It's what you do for others." Danny Thomas

21 "Few will have the greatness to bend history itself, but each one of us can work to change a small portion of events, and in the total of all those acts will be written the history of this generation. " Robert F. Kennedy

22 Core Messaging for our Associates
Reinforced our company values of “Create Opportunity” and “Sense of Satisfaction” Aligned with our “Making a Difference” theme and culture Served as yet another example of why TN is one of the “Best Places to Work” Highlighted one of countless reasons why TN was considered to be “the place where the best people choose to work”

23 We all have the ability to make a difference…
(Photo Removed) We all have the ability to make a difference…

24 (Photo Removed) …one day at a time…

25 (Photo Removed) …one person at a time…

26 (Photo Removed) …if we really want to.

27 So, what are we waiting for?
(Photo Removed) So, what are we waiting for?

28 “Pay It Forward” Philosophy and Practices
Established a Corporate Social Responsibility plan Identified areas of philanthropic focus Therapeutic areas where we do business (MS, Parkinson’s, neurology, autoimmune disease) Fundraising events, local boards/committees Cultural opportunities that relate to our parent company based in Israel Dead Sea Scrolls exhibit, Jewish Community Relations Bureau support, Hyman Brand Hebrew Academy field trips, local advertising and support of KC Jewish Chronicle and Guide to Jewish Living Local opportunities as a good corporate citizen Missouri Colleges Fund scholarships (life sciences); sponsors of a wide variety of local charities and related events

29 “Pay It Forward” Philosophy and Practices
Impact in the Community 2010 TN “Day of Service” (over $65k in value generated) 2011 TN “Day of Service” (over $92k+ in value generated) 2011 NABP “Lead the Way” Food Drive over 1,000 cans of food generated; $15,000 in support to Central Florida (location of National Sales Meetings) Harvesters food bank support (far exceeding expectations) Impact on our People Created “Gift of Giving a Gift” concept to recognize employees and promote volunteerism and philanthropy Rewarded employees with opportunities to make a difference Value of Teva leadership and matching gifts (e.g., Hurricane Katrina, Haiti earthquake, Heart-to-Heart, Japan earthquake/tsunami support)

30 (Photo Removed)

31 TN Unique Value Driver #3
Positive Culture and Work Environment Visible/accessible leadership, open communication, sense of team, recognizing and celebrating success High performing individuals and teams Best Places to Work in KC (since 2005) employee satisfaction Champions of Business (since 2009) financial growth, innovation, philanthropy Top Companies in KC (since 2009) innovation and organizational growth Spirit at Work (2010) culture and workforce engagement, community relations #1 sales force in neurology; top 5 in all pharmaceuticals #1 managed care team in specialty pharmaceuticals #1 professional education team in MS #1 patient support in MS

32 Positive Culture and Work Environment
“Laureate Award for Living the Values” (since 2005) Reinforces company values; recognizes top performers who are also “culture role models” Includes “Pay It Forward” team assignment to give back to the community Annual “Best Places to Work” survey Keeps “finger on the pulse” of our workforce Part of competition criteria; measures satisfaction/engagement Requires 50% participation; regularly over 90% completion rate Results/key themes played back to workforce Staffing and Performance Mgt tools and processes Values-based questions used within interview process to assess cultural “fit” Emphasis on the “how” in addition to the what Holding managers accountable to be leaders

33 Opportunities to network with colleagues
(Photo Removed) …while enjoying some great Major League baseball

34 Creating pride among your people
(Photo Removed) TEVA Neuroscience Quality People, Quality Products, Patient Focus

35 Telling your story to the local community
(Photo Removed)

36 Working together to make a difference
(Photo Removed)

37 Leveraging our people and their passion
(Photo Removed) Nurses Night at the K (May 17, 2011)

38 Other Ways to Generate and Inspire “Spirit”
Leveraging relationships in the community to benefit others Sporting Kansas City philanthropic support  YMCA Challenger fundraiser venue Kansas City Royals sponsorship deal  “Pay It Forward” on-field event for charities and “Nurses Night at the K” ITC business relationship  “Lead the Way” drive for local food banks Mosaic Advertising brand support  “Pay It Forward” campaign at their own agency in NYC KCBJ “Giving Guide” sponsorship  Increased PR exposure for area charities

39 “If you take care of your people they will take care of your customers and that will take care of the business”

40 Teva in KC: “The place where the best people choose to work”
(Photo Removed) Teva in KC: “The place where the best people choose to work”


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