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Holcim Group, the company had two thousand five hundred employees. Six years after the take over, the number of employees was reduced to four hundred seventy employees. This actually points out to the fact that the new management of the company reduced the number of employees to a reasonable number of workers which a company can objectively employ. Attractive redundancy packages have been provided for all workers who had been declared as a technology surplus, and consequently these people left the company satisfied. Therefore, Holcim Group created a competitive market oriented company, with a realistic number of work places.

Key questions no.3 and no.4 referring to the improvement of managerial and entrepreneurial techniques, strategy of managers and the modes through which this has been achieved, are clearly elaborated in the sub-sections of this chapter which tackle several departments: marketing, human resource, health and safety, technology, infrastructure and environment protection.

While doing interviews 9with the responsible personnel of the company, it is clear that company marketing department did not exist until Holcim Group took over. The new management developed several key marketing priorities such as:
?Customer satisfaction survey
?Educational seminars for customers in order to educate them how to use the purchased material (creation of added value for the customers)
?Partner Plus project (partnership project with storages in Serbia, with joint actions in co-branding and local media campaigns)
?Requirements directed to suppliers regarding maintaining a satisfactory level of quality of products and services, acknowledged by ISO standards.
 
Furthermore, marketing activities also refer to the relationship of Holcim Srbija A.D. with the local community and consequently, the realised projects in this field, which were already described earlier (pp. 19-21).

Similar to the situation in the marketing department, human resource department was poorly developed before the take over by the Holcim Group. Priorities of this department focused on the following:
?Internal and external employee trainings
?Creation of the personal development plan for every employee
?Involvement of employees in decision-making processes and team building projects
?English language courses for the employees
?Participation of employees in the share of company's yearly profit
?Respect of cultural traditions of employees
 
Health and safety department introduced two important innovations: 'the green pyramid project' and ISO standards on safety procedures, as previously described (pp 18)

Technology and infrastructure innovations are also significant and are described earlier (pp.21-22).

Finally, environmental protection department is the one with most innovations (1-26, previously described (pp. 24 - 28)). This indicates that Holcim Srbija A. D. is strongly oriented towards environmental protection, as one of the key goals of its basic platform.

Key question no.5 concerning the variables influencing the success of Holcim Group in Srbija lead to the following conclusion: there are positive things that influence the success of this company, but there are also obstacles which are making certain types of activities difficult to conduct.

Identified positive factors are:本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。