Purpose & scope:

Problem-Solving Initiative : Capabilities for the next 10 years.

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PROBLEM STATEMENT
PRELIMINARY SOLUTIONS/ PROPOSALS


1.- We are not progressive enough on Emerging
Markets in attracting, developing and retaining best
talent for GSK .
2.- Integrated Talent Management Process is not
fully embeded across GSK, we are still having gaps
in leaders engagement, standard execution of existing
tools, calibrated assessment of high potential, courage
to take risk
3.- Leaders continue very focus in performance &
execution and do not support goverments in their
agendas in orden to improve our customer focus value.
4.- Incipient Future Leaders Program in most of the
countries except big markets (UK and USA)



1.- Develop new capabilities in HR Community in order to
attract the best class employees across the globe.

2.- Upgrade Integrated Talent Management framework
2025 with future skills and capabilities, apply true external
focus, have future employees and keep our customer at
heart.

3.- Leaders need to achieve new skills and global mindset
to manage & develop their teams and create partnership
with Govermments, Foundations and NGOs to support
their agendas in order to improve our customer
relationship and add value.

4.- Consolidate and strengthen FLP in all countries.


ACTION PLAN
1.- Acquire and accelerate capability building of the HR
Community in order to attract the best talent and lead
Millenium cultural shift.

2.- Launch Talent Academy to allows us to ensure aligned
mindset ,redefine our current dimensions and have top class
implementation in all processes and programmes.

3.- Implement Global Leadership Curriculum in order to
embed new skills needed to engage and develop Millenium
generation, create partnership with key stakeholders
(Govermment, universities, etc.), deliver our business goals
and live our GSK Values.

4.- More visibility and support to FLP in order to embed
the programmes and set specific target movements in
countries between Eastern & Western ones.

Capabilities
Gap
LEADERSHIP

TALENT
MANAGEMENT
GSK BUSINESS
MODEL
ENVIRONMENT

Trends: Digital &Social Media
YoungGeneration
(understad&engagement)
Bigcompanies have consolidate program
to atrackearrlytalent
Standardframeworkbut not
standardprocess/ implementation
Traditional Workenvironment
Focus Performance &Potential
ROOT CAUSE ANALYSIS
Cultural homogenous team

Changes goes faster than
GSK

Regional mindset

Leadershipapproach

HR COMMUNITY

Focus inregion/ market
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