ASSIGNMENTS

Assignments



Assignments

Assignment 1

“Over the last decade, Semco has successfully extended its business from manufacturing to services to the Internet. Here's what it has learned: transformation is easy-if you throw away your plans and let your people lead you”- Ricardo Semler

The principle of the CEO, Ricardo Semler is simple: "Treat your employees like adults, they behave that way. The more freedom you give them, the more productive, happier and innovative they are. "Semler has been introduced at his company this new, flat structure and organized into groups, with sales rising from 35 million to 220 million dollars.

The entire organization, from the hiring process for the procurement of new IT and appraisals of staff is all organized in groups of people. Each group is a product or intermediate independently responsible. There is a working title and no fixed offices or workplaces. There are no traditional organizational charts and building structures, no five-year plans, no statement about corporate values, no dress code and no rules, with the exception of a brief described in comic form "Survival Guide", the new employees the peculiarities of Semco is closer. The control is the responsibility of each individual given way. Whether working from home, a beach café or not at all, each employee decides itself. The teams regulate almost everything, each employee is evaluated periodically.

Vodafone has 10,000 employees in the UK, it recruits staff in the following fields retail, technology, marketing, finance and HR. Due to the ongoing economic climate resourcing operations manager Anna Tomkins commented 'we are always looking at ways to be more effective when we recruit, we have to be focused and deliver what is needed to support the business strategy. Linking the HR objectives with the business strategy demonstrates the fast paced nature of the industry and the relationship between human capital and strategy.

Semler believes to have the entire team of direct reports to openly interview all of the candidates and be responsible for selecting their future supervisor. By hiring in this fashion, the final say is with the stakeholders who will be most affected. Do not allow the HR department to do the hiring as this will lead to shirking the responsibilities of hiring. Employees are trusted to pick the best the supervisor that will gel with the team and make it successful. Why you ask? Well, it's in the employees' best interest as they have a stake in the profits.

Paul Chesworth HR Director of Vodafone commented that Vodafone 'saw flexible working hours, part time and home working as an imperative aspect of job requirements for staff. He acknowledged that they would also still be looking for commitment and productivity likewise. Policies that were promoting flexible working and reasonable work life balance 'used to be nice to have; now they are a must. It's become a core demand from candidates. Carrington (2005) According to CIPD such working patterns are still in high demand today.

Reward people as often as possible, but make sure the rewards are aligned with the company's goals and ...