Career development

Our approach to career growth is based on the company’s development philosophy, which emphasizes that professional evolution occurs through a combination of work experiences, feedback, relationships and training.

Our Development Philosophy

Our career development philosophy underscores that the primary way employees develop is through work experiences. In fact, an estimated 70 percent of an employee’s development is achieved through these experiences. Feedback and relationship-building are important todevelopment, as they help establish an employee’s professional network. Traditional training opportunities are also available to our employees.

We believe that development is:

• A responsibility that’s shared by all employees, their managers and Baxter
• A process over time — not an event
• Goal-oriented, focused on objectives that are mutually important to both employees and Baxter
• Focused on short-term actions and long-term career goals
• Achievable through work experiences, feedback, relationships and training

Career Development Tools & Programs

We offer a variety of career development tools and resources that are designed to help employees assess their strengths and development needs, as well as their career interests and personal motivations. Employees are encouraged to use and refer to these resources on an ongoing basis.

In addition, employees have a variety of opportunities to grow and learn by taking advantage of online and in-classroom training programs. All employees have access to our global learning management system, which offers courses in multiple languages. The system contains more than 500 e-learning programs on subjects such as our focus on quality, Baxter processes and systems, company products, management and career development (including Harvard ManageMentor, a collection of online resources organized by specific leadership and management topics), PC skills, environment, health and safety, pharmacovigilance, project management and many more.

Through Management Essentials, a management-training curriculum, managers and supervisors receive additional training in a variety of areas including career and development planning, as well as coaching and feedback.

Also, experienced managers and directors receive development tools and programs targeting business acumen and skills such as motivating and developing others.

Performance and Career Development

All email-enabled employees can create a Talent Profile that includes the individual’s experience, an assessment of key competencies and language skills, career aspirations and interest in mobility. This profile serves as a resume to apply for open internal positions and increases management visibility to key capabilities within the organization. Through the MyCareer@Baxter portal, employees can access development and planning tools, as well as comprehensive information about performance expectations and goals, training opportunities and jobs at Baxter. Additionally, the company’s talent management system provides integrated talent processes including performance management, development planning and talent acquisition.

Baxter’s global online employee mentoring program helps connect mentors and participants based on customized profiles, so they can share experiences and career-related knowledge.

Top Talent Development

Due to the spin-off of Baxalta many employees were promoted to leadership roles at both Baxter and Baxalta. This created opportunities for Baxter employees, but also produced a need for the company to rebuild the talent pipeline through development and leadership programs.

Baxter offers various leadership development programs, including Career Challenge, Situational Leadership, Managing the Matrix, Leading for Results, Growing Emerging Leaders (GEL) and Accelerator.

Baxter introduced the GEL program within BioScience before the spin-off, as well as within the Quality and Commercial organizations. The company is currently expanding the program beyond these functions.

Team Effectiveness

Building high performing teams is critical for Baxter to become a great place to work. To enable teams globally across the company, at all levels of the organization, Baxter has developed a high performing team framework that comprises:

• High Performing Team (HPT) Journey sessions for leadership teams, a 1-2 day session designed to recalibrate team and leader expectation, further strengthen team relationships and build trust
• Human Resources facilitated team development activities
• Team development activities that leaders can facilitate without additional support.

All managers have access to MyTeam@Baxter, an internal online portal for manager resources.