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Novartis & the Global Environment

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The only constant in organizational life in the past 10 years has been change (Pope, 1992: v). Factors such as the impact of technology, global competition, shifting economic cycles and business climates, and the makeup of the workforce have kept multinational corporations in constant change. Consequently, organizations must be able to understand change implications that affect their business and workforce and adapt in ways that meet both organizational and employee needs (Pope, 1992: vi). To do so, companies must employ integrated human resource policies that can adapt themselves to changing environments.

Dr. Alex Krauer, the former chairman of Novartis, addressed these specific issues in his speech to the shareholders at the company's 1999 Annual General Meeting. Krauer noted that the changes in the global environment are not confined to the world outside of Novartis. Rather, all of the company's employees are also affected by such changes (M2 Presswire, 1999). Krauer's statements, as well as other statements publicized by Novartis and an examination of its personnel practices in China, demonstrate Novartis' commitment to establishing a workforce suited to the volatility and technical specialties of its markets as well as the flexibility and diversity of its multinational status through highly-integrated human resource management policies and practices.

Novartis is a world leader in life sciences with core businesses in Healthcare,

. . .
ey offer and the available market, and preventing needless turnover (Pope, 1992: vii). Companies must develop human resource action plans that match their own business plans with specific jobs and employee needs. Thus, when linked to strategic and operational planning and integrated with each other, the various human resource functions provide the necessary linkage between business planning and workforce management decision-making (Pope, 1992: viii). Novartis specifically asserts that a business can respond successfully to the everyday challenges of the complex business environment by developing comprehensive personnel policies and holistic management development (NFSD, Internet). The company recognizes that an ambitious recruitment policy can influence whether those who work for a corporation and represent it internally and externally have certain essential personality characteristics (NFSD, Internet). However, Novartis' recruitment policies go beyond mere technical competence. The company's management also seeks people with the personal qualities with which they would entrust their own well being and that of their families (NFSD, Internet). Given the nature of Novartis' operations, specifically its responsibility in the agricul
. . .

Some common words found in the essay are:
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Approximate Word count = 2555
Approximate Pages = 10 (250 words per page)

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