Me and my new Job!


It’s been a couple of months since I’ve last blogged. For those who have been following my updates, you’ve probably noticed that I’ve just embarked on an exciting new journey with Johnson & Johnson.

As with every new employee, I’ve developed an insatiable appetite to learn everything about the organization that I’ve just joined.

I am delighted to come across a very interesting article on Business Insider today “The 30 most meaningful companies to work for in America” mentioning Johnson & Johnson as one of the top 30 most meaningful company to work for in 2015, adding on to the long list of positive feedback from the many people who have congratulated me on my new gig.

Looking back on my personal experience over the last couple of months as Johnson & Johnson and I come to a decision that we are suitable for each other, I was pleasantly surprised by the amount emphasis that I’ve placed on aligning my personal values against that of Johnson & Johnson’s. I was trying to make sure that I do find meaning in work.

I’ve always taken a practical approach when advising people on their careers, thus a move to a different industry is something that I tend to be extra careful about. Thus, as soon as I send in my application for the role, I started to do my research on Johnson & Johnson.

The one thing that really impresses me is Johnson & Johnson’s credo. Our Credo challenges us to put the needs and well-being of the people we serve first. I remember feeling a strong sense of purpose and pride as I see myself being part of this amazing organization.

The next thing I looked at was the role itself. It is important for me to be able to do well in my new role. Thus I was determined to make sure that I not only be able to meet the expectations that comes with the job, but to exceed that expectation!

Last but not least, it is the people that make up the organization. Through the interactions with the different interviews, I got a good sense of the culture and working style. It is important to know if you’ll fit in with the rest of the folks.
Summing up, what’s been really important for me in coming to a decision was:

  1. Do my personal and organization values align?
  2. Can I do the job?
  3. Will I fit in?

I guess every one of us would have gone through or is going through the same thought process as we look to embark on a new journey, and I wish all those who are in midst of considering a new role the best.

For me, it’s been about 7 weeks since I’ve been on the job. It’s been a wonderful start to my new and career with Johnson & Johnson, and I look forward to a long and meaningful relationship with my new employer.

Cheers
Eric

Opinions expressed are solely my own and do not express the views or opinions of my employer.

Eric Wong is ASEAN Talent Acquisition Leader at Johnson & Johnson. His experience spans across the various human resource functions such as HR Information Systems, Business Partnering and Talent Management. Eric currently sits on the Advisory Board of the Management Development Institute of Singapore (MDIS). Connect with him on Linkedin or follow him on Twitter @ErickyWong.

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Learning and Development – Strategic Partner or Training Center?


I’ve been invited by HRM Asia to help moderate a panel discussion for the “Learning & Development Congress” with Ginny Eckbald (MTEK team, Global Head of Production APAC L&D Manager, Murex), Joseph Raja (SEA and Emerging Markets L&D Lead, Talent Management & Diversity, Dell) and Maurice Ooi (Director, Commerce Leadership Institute Group HR, CIMB) on the topic “Adding Value as an Internal Consulting Unit – Running L&D as More Than a Training Centre”, happening on the 21 Jan 2015.

In preparing for the session we had very interesting discussion around what it means to be a strategic partner to the business.

In line with topic, where the L&D team should ideally assist C-Suite to interpret the business’ vision into actionable solutions and advise on the skills and knowledge that enhance the performance and productivity of the workforce, the panelist brought up very interesting case studies and examples on how they’ve managed to achieve this in the roles as a strategic L&D partner.

I’m looking forward to the panel discussion this Wednesday, and will not spoil the fun by “revealing” too much here! (At least for now!)

For those who’s joining us at the event, we look forward to seeing you for our session.

As for the rest who’s not able to join us in person, stay tune for my follow up article where I’ll attempt to capture and summarize all those sharing from the wonderful panel!

In meanwhile, you can participate by dropping off your comments/ questions below or tweeting it to @erickywong with the hashtag #HRMCongress

Would love to hear your thoughts on the following:

  • Changing the perception of the L&D division being an unnecessary and ineffective unit
  • Pushing L&D professionals out of their traditional “support unit” role to a more strategic role within the organization
  • Shaping learning and development beyond the simple process of input versus output mechanics

Stay tuned for more!

Regards
Eric Wong

Eric Wong is Head of Talent Acquisition & Development (APAC) at Polycom, and blogs about how video collaboration can benefit the HR function on Polycom’s “The View from APAC”. Connect with him on Linkedin or follow him on Twitter@ErickyWong.