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论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-05-02编辑:zhaotianyun点击率:9382
论文字数:1590论文编号:org201604292302294232语种:英语 English地区:香港价格:免费论文
关键词:制造工业Consumer Packaging全球竞争力
摘要:摘要:本文主要讲述了实耐格公司的新商业模式旨在生成顶线增长和控制总体成本是全球竞争力。控制公司整体成本为新任首席执行官DeLoach是主要的议程。
Once the strategy expanded leadership development was created with core competences. 70% on job in the form of job change and short assignments. Rest from formal training and education. Companies use employee development system as a tool return on investment. Also a tool for retain staff and to reduce staff turnover. Training is an option to get best productivity rather than investing in equipments. Training should benefit the company business strategy and goal. Hartley's used the best strategy as 70% will be on job training and short assessments' (internal). The six leadership core competencies she developed for training were customer satisfaction, communication, teamwork, strategic integration, skills and knowledge, coaching and mentoring.
Finally the appraisal assessment competencies were performance management system, 360 degree feedback and succession planning. These methods are key for the organization.
In order to achieve the GM's task Hartley forwarded two options to the committee. (1) Centralized model; Most HR services would be handled by four centers of expertise and this structure would reduce cost and improve administration. Cost saving will be $3.1 Million for this option. But disadvantage of this model is restricted opportunities to align directly with individual businesses needs and interests would make other objectives more elusive (Sonoco case study p6). (2) Hybrid Structure; in this structure divisions would retain some direct involvement in staffing, success planning, personnel programs, compensation and benefits. For this option cost saving is less than first one with $2.7 million (Sonoco case study p6). Harley's first option was related to 'best fit' model which is integrating the divisions. But experts argue it depends how they are best connected. Also this model is criticized for its lack of sophistication and costly duplication of practices (Boxall & Purcell, 2000). Even though cost saving is high in centralized system, not much support provided to the GM's. Performance measurement and analyzing data's are lacking for the GM's in order to gain competitive advantage. But in hybrid model VP of HR, supported by directors interact regularly with GM's and everybody has first knowledge of the business and HR reps support on performance system will give long term sustainable advantage for the firm even its cost saving is less than first one.
'If strategic hr system are genuinely aligned around business problems and operating initiatives, and that perspective is embedded in the system and the organization all stakeholders anticipating system change as they see the business problem evolving' (Gerhart & Becker, 1996)
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