Hewlett Packard (HP)

Hewlett Packard (HP)

Introduction

HP is a Worldwide massive in the IT industry. The organization offers a wide product profile from laptop/ notebooks, personals computers, netbooks, servers, calculators, storage, scanners, digital cameras and printers, to management and other software's. The organization features an incredible growth history and has developed from a 'garage” with funds of $538 in 1938 to a major international company with $100 billion dollars income. HP provides products, technology, services and solutions for both individual large companies and individual customers.

Discussion

Hewlett-Packard's development and achievements over the decades has been due mainly to its business lifestyle. HP has always proved itself and work hard to make sure that its business lifestyle and culture is imbibed in all the workers of the organization through unique exercising initiatives and comprehensive interaction. HP's business lifestyle or 'The HP Way' focuses on upon regard for others, a communal feeling, and simply effort. (Mulcaster, 2009)

HP gives its workers a luxurious but in control environment. The workers are given the power to take their own choices and act accordingly, which gives them a feeling of liability, but, simultaneously, accountability for any faults. That is how HP is known as the “Glided Cage”.

Human Resources Management

HP gives a lot of assurance to its workers. The advanced level to training, learning and education are prerequisites for complicated research and criticism. Furthermore, research is rewarded and actively encouraged. HP benefits workers for good overall performance, skills and the overall success of the company. Highly skilled counterparts force HP to provide its employees with a rich source of experience and knowledge. HP employees also have access to a wide range of training and management skills and guidance. With HP encouraging its workers to perform on their own, and to create their own programs, they integrate thinking and acting, and does not divide it. HP provides the best remuneration to each employee and generally includes items such as the annual basic salary, incentives, bonuses, stock options, the balance between making the flexible work and life, and other benefits as well.

Prior to HP's merging with Compaq, both companies were well-established companies that provided workers with a rewarding, but different, workplace. Developing these two companies and their culture successfully was very important and crucial to achievements. The process HR moved on with was promising the best factors of both companies were included into a single new company lifestyle targeted on accomplishing business objectives. The strategy for handling social modify replicated HP's proven modify control technique, with specific HR projects and programs linked with the five levels in control of modify (MOC): (Malone et.al, 2007)

Awareness

Define/clarify the end state

Develop the steps to achieve this goal

Coping

Overcome resistance

Internalize and align

Believe in the change

Implement tools and processes that will support this change

Execute

Reinforce and arrive

Realize you are driving change

Acknowledge the effects of the change

Awareness

This strategy aligns with HP's overarching business objectives and supports their core values, and by setting clear expectations and spreading and increasing awareness, it helped guarantees worker retention and commitment

HP people strategy helped to speed ...