FIDELITY PLC

Fidelity PLC

Introduction

Human capital is any company's most valuable and expensive asset that can either make a company's future or break it. This human resource has to be effectively managed, executed and controlled in order to create sustainable businesses. The management of human resource focuses on the recruitment and selection of employees that are not only high profiled but also prove to be quality human resource in the future. Also the focus lies in training the employees to reasonable extents so that the company can prosper and attain substantial return on the investment made through coaching and training these employees. Recruitment and Selection are challenging tasks especially in the context of global business organizations. One of the major concerns of the company is to find employees, retain them and establish a qualified global workforce. Successful companies thus endeavor to seek ways of hiring those candidates that can outperform in the market place with little support from the management. The global world now demands more specific and well structured job descriptions and models of competency that can aid the employees without formal training of the management and prepare them for competitive working environments. The selection of the right person for the right job is also crucial to the success of a global company which also has to keep the cultural difference in mind. Assimilating employees with different backgrounds have been a latest issue for global businesses. While the companies have to create a positive impression in multiple markets at the same time, it also has the burden to create effective assimilation processes so that employees stay within the organizations for long time periods (Boohene, 2011).

Fidelity PLC

Fidelity PLC is a UK based IT Consultancy Company which has expanded its operations globally. The rapid expansions and existing intentions to globalize beyond horizons has caused an intricate set of problems for the company. These problems are being perceived differently by different people in the organization. It is imperative to mention here that Fidelity PLC consists of a diverse workforce which includes a significant generational gap as well. In this regard, the opinions of the more experienced employees may differ from the more versatile and flexible younger workforce. Fidelity's CEO, Ferguson, is in his 60s and has a formal approach to the business. There is a mixture of approaches that are being suggested by the people of the organization. The implementation of formalized controls involving risk management is being suggested by the company's board. The IT director has suggested the opening virtual offices which he regards as “equally effective”. Therefore we have no general consensus on the directions of any change or any degree of expansion (Boohene, 2011).

Another set of problems for Fidelity arose when the management attempted to globalize the business and expand it from coast to coast. An expansion of this scale requires in-depth planning and accurate execution. This was where the company failed to implement what it had in mind and the globalization of the business was done in quite a random ...