COURSE TITLE : “Human Resource Management” . COURSE CODE : EM-553. A Case Study On Management Development in Ciba-Geigy Ltd. (Novartis) Submitted To Professor Dr. Shahid U Ahmed Department of Management University of Dhaka Submitted By Md. Muyedul Islam ID # 3-09-16-034 Tahmina Afnan ID # 3-09-17-037 A.K.M. Majharul Huque Talukder ID # 3-09-16-021 Md. Farid Uddin ID # 3-09-16-028 Muhammad Abdul Malek ID # 3-09-16-019 Hasanuzzaman
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Introduction: Ciba-Geigy founded in 1750s has come to many changes in their business strategy from case-by-case decisively to be one of proactive planning for the future with corporate portfolio planning which allowed Ciba to decentralise into diversified businesses. At their latest reorganization‚ Ciba had five categories: Development‚ Growth‚ Pillar‚ Niche and Core allocated from 14 divisions with 33 sub-business units. Each division in each category has separate responsibility to the whole
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v. Alza Corp.‚ the court found independent standing as the licensee had completely unrestricted rights to sue for infringement. The licensor‚ University of California‚ gave an exclusive license to Ciba-Geigy. Alza claimed that Ciba-Geigy lacked standing‚ but this was rejected by the court because not only did the licensor give the licensee the right to sue infringers‚ they also agreed to not file any infringement suits of its own. The licensee was allowed to pursue
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Ciba’s Acquisition of Allied Colloids giddy.org http://pages.stern.nyu.edu/~igiddy/cases/cibaalliedcase.htm This is a case study of a competitive merger‚ in which the Swiss chemicals company‚ Ciba Specialty Chemicals‚ played the role of a White Knight in a bidding war for a British chemical company‚ Allied Colloids. The case study is intended to highlight a number of interesting and important features of hostile and competitive M&As and related issues. Read the following articles‚ news releases
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Novartis International AG-- a Swiss multinational pharmaceutical company based in Basel‚ Switzerland‚ was created in 1996 through the merger of Ciba-Geigy and Sandoz‚ two companies with a rich and diverse corporate history. In 2010‚ it ranked No.2 in sales (46.806 billion US$) among the world-wide industry. (Wiki‚ Novartis) With mission to discover‚ develop and market innovative products‚ provide a shareholder return that reflects outstanding performance and adequately reward people who invest ideas
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CORPORATE CITIZENSHIP IN A TIME IF GLOBALIZATION A JOURNEY OF DIVERSITY E INCLUSION Mr. Don Chen Chief HR Officer‚ Novartis Taiwan Professional and Experience Background * Sales representative * Administration Officer/ Manager * HR Director/ Regional HR Director * Public Affairs and Communication Director Introduction to Corporate Citizenship Evolution is something inherent in humanity and not only on physically terms but also in the way we define our thoughts towards
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performance management system at Novartis. 1. Overview of the PM system at Novartis An international employee PM system is a designed‚ implemented‚ and evaluated intervention of an MNE for the purpose of managing the performance of its global workforce so that performance at all levels contributes to the attainment of strategic global objectives and results in overall MNE desired performance (GHRM Performance Management & Novartis Part II‚ PPT‚ Schuler‚ 2013). In 1998‚ Novartis established
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multiproduct strategy is Novartis following? Explain. Novartis acquisition in eye care company Alcon Inc. is an example of Related Diversification Multiproduct Strategy due to the fact that Novartis and Alcon both perform their business in health care industry. In addition‚ Novartis prescription drug make up 60% of the total sales indicate that company is operating in moderate to high level of diversification. The acquisition of Alcon Inc. establishes a related link between Novartis prescription
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Transforming Human Resources at Novartis: The HRIS Case analysis Instructor: Linda C. Isenhour Submitted by: Venus gupta 12/9/2009 1. Choose the top internal and top external issues from your SWOT and identify linkages‚ if any‚ to Novartis’ HR & corporate strategies. Defend your perspective with a brief rationale. Write new organizational or HR strategic goals‚ as required. Ans. Outline of the situation and primary points/issues presented in the case: 1. Significant priority of the
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Q4 is how was member diversity valued by Patrice Zagame and Ney Suva‚ the head of human resources? Member diversity was highly valued by Patrice zagame and Ney suva. They wanted every person to think included as part of the team. They accept diversity and try to foster an environment of inclusion. When any member do not agree with their perspective‚ they try to look up to whomever is talking and hear carefully and understand their particular point of view. Then he’d ask the employee to
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