Human Resource Management and Development Case Study

Human Resource Management and Development - Case Study ExampleCurrently, siemens has a staff of more than 400,000 employees. ( sec Worldwide, n.d)Siemens recognizes that its employees are the key to its success. It thus concentrates on knowledge and learning. Our corporate culture is defined by diversity, by open dialogue and mutual respect, and by overhear goals and decisive leadership.The research on Siemens was done via an interview with the HRM manager of the Riyadh Office of Siemens, Saudi Arabia. He gave informative insight various aspects of HRM including recruitment, readying and development, promotions, and salaries and benefits.According to the HRM manager interviewed, Siemens looks for employees who are innovative, and have the capability to come up with new and creative ideas and solutions. Innovation is the key to survival for a play along such as this, as it faces fierce competition by numerous firms, e.g. ABB Ltd, General Electric Co., and Schneider Electric SA. (YA HOO Finance, 2008)Siemens carries prohibited workforce planning which is kindred to that of National Grid, as outlined in the Case Developing skills in a blown-up organization through training and development. ... Confidence to spew forward unconventional ideas and have the ability to argue in their favor.Ability to work effectively in a team the candidate mustiness be an active and productive team player. This can be gauged from past proffesional or academic experience. Leadership qualitiesReaction to crisis situations how will the candidate respond to an unexpected crisis, how unshakable will he/she take to bounce back, and will he/she be able to effectively lead otherwises through trying times Technical skills the candidates must be proficient in working with required Information Technology.All these qualities are important as they are believed to contribute to a competive advantage to the firm. custody PlanningSiemens carries out workforce planning which is similar to th at of National Grid, as outlined in the Case Developing skills in a large organization through training and development. Siemens evaluates its workforce, and on the basis of that evaluation determines whether or not it has the required technical man power to come through its objectives for a given period of time. If it does not, it either plans out a training program for its existing employees, or recruits new ones. TrainingTraining for new recruits fall into two categories1. Fresh graduates with no professiona work experience udergo a training programme with lasts 12 months. 2. New recruits who hace had prior work experience in other organizations for a period of more than a year undergo traning for a period of 6 months. This training method is somewhat similar to the one carried out by Marks and Spencers, as outlined in the Case The role of training and development in career progression, in that they, too, have a specific training period