"The competitive advantage from GlaxoSmithKline is not with technology or with buildings. It's with our people. If we can continue this effort to create a winning culture, we will be successful beyond our wildest dreams."

- J P Garnier (Chief Executive Officer, GSK Worldwide)

GSKCH's Employee Development policy aims to:

• Promote a culture of learning.
• Ensure that all employees develop the skills necessary to carry out their day-to-day duties efficiently and effectively.
• Provide an environment in which all employees have the opportunity to develop to their fullest potential.
• Provide an environment in which potential leaders of the organization can pursue a well-structured development programme, which will facilitate their eventual promotion to senior management level.
• Actively support and encourage career planning.

We are obsessed with talent development. Finding the right candidate and equipping them with the necessary skills and behaviour is what keeps us ticking. Maximizing the potential of each and every one of our employees will be the key enabler to achieving our business targets.

Development here derives its inspiration from Aikido .... epitomizing the focus and concentration of a martial art, an active form of meditation almost. Aikido is not about fighting your opponents - it's about working with them. It is not a static art, but places great emphasis on motion and the dynamics of movement. Collaboration - "working with them" and Dynamicism- "emphasizing movement" are tenets that constitute the fundamentals of Aikido. These are emphasized in our Perspective of Training.

Aikido teaches us how one can deal with several enemies. Students must train themselves to be alert on all fronts - focusing not only on what's just ahead, but to all sides and the back.

Training here is dynamic, both as a procedure and a process, and adopts a comprehensive approach to all aspects of 'Effectiveness'- emphasizing development both on and off-the-job. The calendar is updated every quarter to ensure its relevance. Training is responsive to needs identified at the individual, functional and organizational level, an exercise conducted annually through the robust Performance and Development Planning process.

We envisage the learner as an 'Active Learner' rather than a passive recipient- whose ideas and initiative drive the Training Process. We believe that learning is optimized only when the learner feels the need for it and where the learner takes responsibility and chooses programs he feels the need for.