The document discusses the career review system implemented by Axtrin Pharmaceuticals in 2002. As the company was growing rapidly and planned to launch many new drugs, it recognized the need for employees to plan long-term careers within the company. Without a formal career review process, talented employees could leave, resulting in high costs. So Axtrin worked with a management consulting firm to develop a career review system to help employees develop in their roles and plan their careers based on real opportunities within the company. This would help Axtrin retain top talent for the long run as an innovation-driven organization.
The document discusses the career review system implemented by Axtrin Pharmaceuticals in 2002. As the company was growing rapidly and planned to launch many new drugs, it recognized the need for employees to plan long-term careers within the company. Without a formal career review process, talented employees could leave, resulting in high costs. So Axtrin worked with a management consulting firm to develop a career review system to help employees develop in their roles and plan their careers based on real opportunities within the company. This would help Axtrin retain top talent for the long run as an innovation-driven organization.
The document discusses the career review system implemented by Axtrin Pharmaceuticals in 2002. As the company was growing rapidly and planned to launch many new drugs, it recognized the need for employees to plan long-term careers within the company. Without a formal career review process, talented employees could leave, resulting in high costs. So Axtrin worked with a management consulting firm to develop a career review system to help employees develop in their roles and plan their careers based on real opportunities within the company. This would help Axtrin retain top talent for the long run as an innovation-driven organization.
The document discusses the career review system implemented by Axtrin Pharmaceuticals in 2002. As the company was growing rapidly and planned to launch many new drugs, it recognized the need for employees to plan long-term careers within the company. Without a formal career review process, talented employees could leave, resulting in high costs. So Axtrin worked with a management consulting firm to develop a career review system to help employees develop in their roles and plan their careers based on real opportunities within the company. This would help Axtrin retain top talent for the long run as an innovation-driven organization.
Listen to two debriefing conversations where the participants from the
meeting gave their impressions after the event. Complete sentences 1-12. Conversation 1 1 I’m so glad I finally had a face-to-face meeting with the partners. 2 Yes, It’s just as well I brought you along, Arun – as you’re the one who’s… 3 If I’d thought about it, I could have brought one of the recruitment consultants… 4 It would have been good if we’d made a bit more progress today. 5 Yes, if only I’d known how Rachel would react to the school-leavers proposal. 6 Well, we should have anticipated it really… Conversation 2 7 I have been a bit too forthright, but I need to be sure… 8 Well, it could have been awful if we’d just gone round in circles. 9 But suppose I hadn’t been there to present the other side of the argument? 10 What would have happened if I hadn’t suggested improving our graduate intake? 11 I still don’t think Arun brought much to the discussion… 12 Yes, but it’s a good thing he came to the meeting, thought. 2. Which sentences in 1 show that the speaker A 1,12 B 2,8,9,10 C 11,5 D 3,4,6,7, 3. Match the sentences in 1 to structure a-d below. A 3,4,10 B 6,7,8 C 1,2,12,11 D 5,9 Practically speaking 2. Listen to five conversations and complete sentences 1-10. 1. Um, well… Would it help if I gave you an example? 2. No, I was actually referring to the ones drawn up for internal purposes. 3. If you look at the scale at the bottom of the page, you’ll see what I mean. 4. Yes, sorry, let me rephrase that. Am I supposed to notify everybody… 5. What I’m saying is that, it’s worth sending it to the people responsible for… 6. In another words, there’s no point in it sitting in your in-tray… 7 … But look, the fact of matter is that I need to see a dramatic improvement… 8. But the point I’m trying to make is I’d like to see more evidence of how you deal with… 9. Yes, but what I mean by well-informed is, they’d have liked to be more involved with… 10. Look… To put in another way, couldn’t we consider letting them… 3. A 4, 6,10 B 2,8,5,9, C 1,3 D7 Key word Match sentences 1-4 to the uses of so on a-d. What other words could you use to replace so in each sentence? 1. So, what would you do if one of your key members of staff was off sick on the day of an important presentation? d. introduces a question 2. Couldn’t we consider letting them trial the products, so that they feel their views count? a. used to add a reason 3. I know Alex is looking for new contacts, and so is Thierry. c. used to express or likewise 4. But it’s been so difficult with all the changes. b. used for emphasis Переклад Напрям компанії Axtrin «Axtrin Pharmaceuticals» є світовим лідером у галузі розробки і маркетингу та ліків для пацієнтів та мед.працівників. Завдяки штаб- квартирі в Берліні, Німеччині, у компанії працює понад 75.000 людей у всьому світі . У 2002 році компанія впровадила систему перегляду кар’єри, щоб допомогти персоналу планувати свою довгострокову кар’єру в компанії. Axtrin: система становлення процесу перегляду кар’єри Організація швидко зростала. Вона планувала випустити на ринок 22 нових лікарських засобів у наступних 5 років та ще 15 на наступні два роки. Це частка галузі первинної медичної допомоги – тобто препарати призначені на 60% за один рік. Axtrin почали шукати за межами компанії, а не знаходити таланти в середині компанії щоб набрати нову команду з продажу та маркетингу. Щоб залишатись на більш довгий термін важливо, щоб люди в організації усвідомлювали нові можливості кар’єри в компанії. Як компанія, орієнтована на інновації, успіх Акстрін залежить від творчості, продуктивності та досягнень персоналу на всіх рівнях. Вони повинні передбачати та швидко реагувати на швидке комерційне середовище. У компанії вже були встановлені процедури перегляду ефективності, що допомагають людям розвиватись в їх спеціальностях. Також потрібен був довогостроковий погляд, що дозволить персоналу планувати свою кар’єру та усвідомлювати реальні можливості компанії. Не маючи офіційного процесу перегляду кар’єри, існувала небезпека, що талановиті люди, яких кропітко і дорого набирали, звільняться. Витрати для фізичних осіб та компанії були потенційно величезними. Компанія стала клієнтом з управління ефективністю, для консультацій з управління продуктивністю, що володіє досвідом роботи в галузі сервісних послуг та програмного забезпечення.