BAXTER

HR Policies
INTRODUCTION
About Baxter
Baxter International Inc. is an American
health care company with headquarters
in Deerfield, Illinois.

The company primarily focuses on
products to treat haemophilia, kidney
disease, immune disorders and other
chronic & acute medical conditions.

Baxter is recognized as a leading
company in environmental performance
and reporting, having an explicit focus
on environmental issues since 1976.
BAXTER
Pioneer in
healthcare
Life saving
products
Innovative
scientific
capabilities
Global
scope
Manufactu-
ring
strength
Socially
responsible
citizen
Sustainability @ Baxter
Baxters sustainability strategy is further defined by its
9 priorities that focus its efforts for generating sustainable
value to its stakeholders

Additionally, these nine sustainability priorities are divided
into three broad categories:
Our People
Our Operations and Products
Our World
Baxters Sustainability Principles
Promote a Safe &
Healthy Workplace
Promote an Inclusive &
Diverse Workplace
Promote Ethical
Conduct & Legal
Compliance
Drive a Sustainable
Supply Chain
Drive Reductions in its
Carbon Footprint
Drive Reductions in its
Natural Resource Use
Drive Enhanced Product
Stewardship
Strengthen Access to
Healthcare through
Product Development &
Strategic Product
Donations
Strengthen the
Companys
Commitment to
Education, Especially
Math & Science
Managing Sustainability
Baxter's executive-level Sustainability Steering Committee
oversees the companys sustainability.

Baxters sustainability initiatives create business value, from
attracting and retaining key talent, engaging employees, and
reducing operating expense, to ensuring market access,
developing new markets, meeting stakeholder expectations,
and enhancing Baxter's reputation.
HR at Baxter
Baxter provides HR professionals with opportunities in:
Talent acquisition/staffing
Benefits
Compensation
Talent management
Organizational effectiveness/organizational development
HR operations

The functions activities provide insight into the whole
business, applying competencies in human capital planning,
change and project leadership, coaching and consulting,
organization development, and process and technology
management

HR Centers of Excellence at Baxter
Talent Management
Responsible for:
Forecasting talent needs and effectively hiring and moving talent
Developing a high performing workforce
Developing top leadership and senior talent
Improving organizational effectiveness.

Global Inclusion
This team is focused on creating an inclusive culture and a
diverse workforce

HR Centers of Excellence at Baxter
Total Compensation and HR Operations:
Total compensation team aims to design and manage worldwide
market competitive compensation, benefits and international
assignment programs
Composed of compensation professionals who support each of
Baxter's businesses, functions and regions as well as the specialty
areas of worldwide sales and cash incentives, employee benefits,
executive compensation and international assignments
HR operations group is accountable for global HR policies, program
administration, data management and transaction processes
This group is composed of technology, process and project
management professionals focused on leveraging and improving the
organization's HR processes to ensure organizational efficiency,
compliance and cost effectiveness
RECRUITMENTS @ BAXTER
Recruitment Process
Personnel
Planning
Job
Vacancies
Job Analysis
Employee
Requisition
Recruitment
Planning
- Numbers
- Types
Strategy
Development
- Where
- How
- When
Searching
Activation
Selling
- Message
- Media
Applicant
Population
Applicant
Pool
Potential
Hires
Evaluation
& Control
Selection Screening
Departments at Baxter
BioLife Plasma
Services
Clinical and
Medical Affairs
Communications Engineering
Finance
Human
Resources
Information
Technology
Legal
Manufacturing Marketing Quality
Regulatory
Affairs & Pharma
Co-vigilance
Research and
Development
Sales Supply Chain
Job Opportunities at Baxter
Full time employment

Development Programs
Development programs for engineering, finance, bio-science, IT,
marketing for graduate freshers
Combines hands on experience with career mentoring and skills training

Internships

Jobs for Military Veterans
Job Application Process
Detailed Job
Description
Job Application
Portal
(an external
application)
Job title
Basic Job
Description
Job
Description
Sample
Screening
Baxter screens its candidates by accepting resumes from
interested candidates, and reverting back to the ones which
they find apt

Short listed candidates are called for multiple rounds of
interviews (minimum being 2) depending on the complexity of
the job

Interview data of 120 candidates at Baxter
(sourced from glassdoor.com, last updated 17
th
March 2014)

Baxter is committed to equal opportunity for all employees, &
recognizes that every individual's unique background &
experiences contribute to a successful organization

Discrimination in hiring, promotion & all other employment
decisions on the basis of race, color, religion, gender, national
origin, age, disability, sexual orientation, gender identity or
expression, veteran status or any other basis protected by
federal, state or local laws is prohibited

Employees are encouraged to raise any issues or concerns
through one of the channels outlined in Baxters "Prohibition
of Workplace Harassment" policy.
Hiring Strategy
Hiring Strategy
Well distributed
gender ratio
Equal
opportunities
REMUNERATION
Compensation & Benefits

A critical component of Baxter's vision is to be a great place to
work and develop. Central to this commitment, Baxter
provides its employees with comprehensive compensation
and benefit programs.

The company's global compensation philosophy is to provide
market-competitive pay & benefits while rewarding
employees for strong individual and business performance.
Compensation & Benefits
Baxter's total compensation package includes base salary &
may include incentive pay, such as cash bonuses & stock-
based compensation.

It also includes comprehensive benefits, which vary by region
& country, to help employees meet their healthcare, income-
protection, financial, retirement & time-off needs.

The program is also designed to be competitive with
companies with which Baxter competes for executive talent in
order to attract, retain & motivate high-performing executives.
Baxter Compensation Program

Baxters compensation program is designed to:

Recognize company & individual performance;

Drive the long-term financial performance of the company &
in doing so, encourage innovation & appropriate levels of risk-
taking;

Reflect the value of each employees position in the market &
within the company.

Baxter Compensation Program
Financial Benefits:
a. Base Salaries:
Base salaries are paid in order to provide a fixed component of
compensation.
Factors that are considered for base salaries included:
1. How long an employee has been at Baxter & in his/her
current role.
2. The impact of his/her position on the companys results
3. The quality of the overall experience an officer brings to
his/her role; and
4. How the employees role fits within the structure of the
organization.

Baxter Compensation Program
b. Cash Bonuses:
Cash bonuses are intended to reward individual performance and
their impact on the companys performance relative to the financial
targets.

For last three years, the company selected earnings per share, sales
and return on invested capital as the financial measures on which to
assess its performance for purposes of funding the cash bonus pool.

If each financial measure is met in a given year, then the cash bonus
pool is funded at two times the base salary for each executive
employee covered by the bonus pool.
Baxter Compensation Program
c. Fringe Benefits:

1. Healthcare Benefits:

Medical Coverage: It is available for employees & eligible family
members. Employees can choose from a variety of medical plan
options, balancing cost & features that best meet their needs.

Dental Coverage: It is offered separately from medical coverage, so
employees may elect one without electing the other. Employees have
a choice of dental plan options & coverage is also available for eligible
family members.
Baxter Compensation Program
2. Insurance Coverage:

Baxter provides Basic Life Insurance, Basic Long-Term Disability &
Business Travel Accident insurance at no cost to employees
immediately upon hire, & provides Short-Term Disability coverage
after employees complete six months & 1,000 hours of service.

Additionally, BeWell@Baxter, the company's health & wellness
program, is designed to help employees stay well through education &
prevention, take action to make healthy lifestyle changes & deal with
chronic or acute conditions.

Baxter Compensation Program
d. Perquisites:

1. Financial and Retirement:
Employee Stock Purchase Plan (ESPP): The ESPP allows Baxter
employees to purchase Baxter common stock each month at a 15
percent discount through convenient payroll deductions with no
brokerage fees.

The Incentive Investment Plan (IIP): Employees can enroll in the
plan the first of the month following 30 days of service & choose the
amount of pre-tax savingsfrom 1 percent to 50 percent of pay .

Flexible Spending Accounts (Healthcare and Dependent Care): It
allow employees to set aside pre-tax dollars (up to $5,000 per
account each year) for eligible expenses, including vision and
hearing care, deductibles, co-payments and other expenses not
covered by a medical or dental plan.


Baxter Compensation Program
2. Time off:

Paid Holidays & Vacation schedules vary by location, but generally
include both standard holidays & company-designated days. In
addition, Baxter offers paid vacation based on length of service.

Family & Medical Leaves of Absence: It generally provide up to 12
weeks of unpaid time off, when an employee is unable to work
because of his/her own serious health condition. Leaves are
available to employees who have completed 12 months of service
and worked 1,250 hours in the previous 12 months

Other Time Away Programs: It includes Civic Duty Leave, Funeral
Leave and Military Leave.

Non-Financial Incentives

Non-financial incentives are valued not just for the direct benefit
provided to individual health professionals, but as a means by which
employing organizations can recognize & acknowledge employees
contributions & commitment, as well as the challenges the
employees face in their daily lives.

Developing effective non-financial rewards must be closely aligned
with strategic objectives, local & personal norms, values &
circumstances.
Non-Financial Incentives
a. Workload management:
Heavy and unmanageable workloads are a common concern
among health professionals. They contribute to poor
performance, low motivation & burnout.
Methods that have been used to address workload concerns
include:
1. Establishment of overtime payments that ensure staff are
compensated for additional hours worked
2. Reviewing & redesigning work roles & responsibilities to ensure
the best possible distribution
3. Regulating, either formally or informally, the number of
continuous hours worked by any given individual, hence reducing
the risk that fatigue will result in poor decision-making.
Non-Financial Incentives
b. Flexible working arrangements:
These may include offering flexible hours of work, extended or
changed leave arrangements.

This approach is particularly relevant to professionals
balancing work commitments with caring responsibilities
(home and extended family) and older workers who wish to
continue employment but may not be willing or able to
undertake the same range of tasks or hours of work.
TALENT DEVELOPMENT
Development Philosophy
The company believes that development should be:

Shared responsibility, owned by each employee, his manager
& Baxter
A process & not an event
Focused on goals important to both the employee &
Baxter
Focused on short-term actions as well as long-term career
goals
Development Philosophy
Combination of work experiences,
feedback & relationships, & training
70%
Work Experiences
20%
Feedback/Relationships
10% Training
Expanding your
current role
Challenging
assignments
Special projects
Rotational
assignments
Volunteerism/
Community
involvement
Mid-year & year-
end performance
& career
discussions
Networking
Mentoring
Coaching
Professional or
trade association
Instructor led
courses
Self-study/ Online
courses
Books/Journals
Advanced Degree
/Professional
Certification
Conferences
Importance of Training in Pharmaceutical Industry
Well-trained people perform better, meaning a pharmaceutical
company is more able to adapt quickly to IP laws, regulatory
change, product launches and technological innovations.

Moreover, it costs over 1000 million to develop and launch a new
medicine, therefore it is essential to train employees to the highest
level possible to ensure maximum ROI.

For these reasons training coupled with the endless talent squeeze
puts pressure on pharma companies to educate, develop and retain
the best employees.

New modes of training such as E-learning and academic tie-ups are
being incorporated by big pharma companies.
Initiatives
The portal provides employees with development &
planning tools, as well as comprehensive information
about performance expectations & goals, training
opportunities & jobs at Baxter.
MyCareer@Baxter portal
Initiatives
The company provides a wide variety of training &
development resources through ISOtrain, the companys
global training system.

ISOtrain provides a course catalog of more than 24,000
computer based & classroom offerings on topics such as Food
& Drug Administration regulations, Good Manufacturing
Practice guidelines & job specific skills.
ISOtrain
In 2012, employees globally completed more than 3 million hours of
training, an average of 54 hours per employee.
Initiatives
Online learning is available to all employees, with courses
offered in up to 20 languages.

More than 950 e-Learning programs, including courses
offered through ISOtrain, cover topics such as Baxter
processes, systems & products; quality; leadership & career
development; PC skills; environment, health & safety;
pharmacovigilance; project management; & communication.
Online Learning
Employees completed more than 199,000 e-Learning courses in 2012.
Initiatives
Baxter continually enhances its employee performance assessment
process.

Managers review employee performance annually, & individual
performance contributes to differentiated rewards.

As part of the annual performance review process, both employee &
manager identify strengths & development areas & then conduct
ongoing discussions throughout the year.

The company also encourages mid-year reviews to track
development & performance.
Top Talent Development
Leadership Powerhouse program for top talent:

Developed in partnership with INSEAD, the program helps become
effective top-level leaders by developing a global mindset & enhancing
their critical & strategic thinking skills.

The program is based on collaborative learning & network-building
exercises, & focuses on a variety of topics.

It also leverages INSEADs Global Effective Leader Inventory to measure
progress toward the programs goals and objectives.

In 2012, 30 Baxter leaders participated.
Training for Managers
Management Essentials Training
Leading for Results
Online Employee Mentoring Program
Women & Ethnic Minority Mentoring Program
Training for Managers
Management Essentials Training:
Baxter provides managers with tools & techniques to be effective leaders.
The company's Management Essentials training helps participants develop
& refine skills related to:








Accountability
Career &
Development
Planning
Change
Management
Communication
Critical Thinking &
Problem Solving
Facilitation Interviewing
Managing Conflict
& Performance
During 2012, more than 1,900 managers completed at least one
Management Essentials course.
Training for Managers
Leading for Results:
As managers progress from supervising individuals to leading teams,
they face new challenges & demands.

In 2012, Baxter held 27 sessions of Leading for Results for
experienced managers & directors.

It consists of live workshops, online courses & webinars to address
aspects of the Baxter Leadership Expectations,
including business acumen, motivating & developing others, critical
thinking & problem solving, & communication.
During 2012, nearly 240 employees completed at least one Leading for
Results course.
Training for Managers
Online Employee Mentoring Program:
Baxters global online employee mentoring program helps connect
mentors & participants based on customized profiles, so they can
share experiences & career-related knowledge.



Women & Ethnic Minority Mentoring Program:
Additionally, the Women & Ethnic Minority Mentoring program
accelerates the upward movement of top talent women &
minorities who are director level & above.
The program matches participants with senior leaders from their
respective business.
As of 2012, more than 1,700 employees have enrolled.
Legal & Regulatory Compliance Training
Baxter requires employees worldwide to take Web-based training on
legal & regulatory compliance.
It consists of e-Learning courses covering areas such as
product complaints, workplace violence prevention, data privacy, trade
compliance, antitrust, intellectual property, & Baxters ethics &
compliance standards.

Baxter implements risk-based anticorruption education program to
provide awareness-level training to most employees, especially who
regularly interact with government officials and healthcare
professionals.
Succession Management
To ensure a robust leadership pipeline, the company assesses its
talent through its organization inventory process.
The CEO conducts an annual talent review of Baxters business,
regional and functional senior talent with the senior management to
ensure that the company is meeting its global organizational
effectiveness & workforce capability needs.
The CEO also reviews development and succession planning with the
companys Board of Directors.
The Board of Directors oversees succession management process to
ensure rigor, effectiveness & support of companys diversity goals.
The Corporate Governance Committee of the Board of Directors
oversees succession planning for the CEO.
PERFORMANCE MANAGEMENT &
APPRAISALS
Individual & Corporate Goal Alignment
At Baxter, each business, region & function aligns to the
companys corporate framework to set goals for their
respective organizations.
This framework ensures focus on six key strategic priorities:






Employees use the model to establish individual goals &
measurable targets to help Baxter achieve its broader goals.
Customer Innovation People/Team
Quality &
Compliance
Operational
Excellence
Financial
Automated Goal Alignment System
Baxter has an automated goal-alignment system that about
half of its employees participate in.
The process starts with the companys top strategic goals
known as four Bs.
Best Team, Best Partner, Best Investments, Best Citizen
The executive team creates goals under each category.
The top 150 executives then develop their goals, which are
distributed to employees.
The goals are collected in a performance management system.
A website provides guidance on how to write goals, &
achievement results are shared with companys performance
review & compensation systems.

Appraisal Process
Performance Appraisal is the periodic evalutaion of an
employees current and past performance relative to
performance standards.

Employees are judged in three ways;
What they achieve (Results and outcomes)
What they do (Behavior and actions)
What they are (Knowledge, skills and abilities


Performance Appraisals in
Pharmaceutical Industry

Considering that the structure of pharma companies has
changed rapidly due to global pressures, new drug delivery
systems, lean management, new methods of work &
technology upgradation, there has been a tremendous
requirement of skills & competencies to give overwhelming
outcomes in these dynamic situations.

Performance appraisals therefore are key to sustained
performance in the face of increasing competition.
Appraisal Method
The most commonly followed method in pharma industry is
that of Management by Objectives (MBO).

In this, short term objectives for an employee are chalked out
that are specific, measurable, achievable, reviewable and time
bound.

With the focus on company vision, strategic thrust areas &
annual business plan, functional goals & all are decided at the
start of the financial year.

These goals are further cascaded down to teams & individuals
& are reviewed periodically.
Performance Measurement Criteria
Quality v/s Quantity

While financial rewards are important for stimulating
performance, the quality of output in terms of its utilitarian
value is also very important.
Hence what becomes more important is not just 'what' is
measured but also 'how' it is measured.
In a typical R&D set up the gestation period is longer & output
quality is of paramount importance.
However for appraisal of frontline sales employees, numbers
takes precedence.
Use of Performance Appraisal
Human resource planning
Recruitment & selection
Training and development
Career planning & development
Compensation programs
Internal employee relations
Assessment of employee potential

Thank You!
By:
Guneet Chatrath (108)
Atrija Gaur (114)
Aakash Chharia (109)
Mudit Jain (614)
Arush Mehta (603)
Avinash Gupta (632)