WorldCom, US second largest telecommunication company in the United States behind AT&T, was founded in 1983. The company starts their business under the name “Long Distance Discount Services” (LDDS), providing long distance telecommunication services. The company was profitable from the start. In 1985, Bernie Ebbers became the company’s CEO. The company changes its name to WorldCom in 1995. During the 1990’s, the company starts to grow through series of successful acquisition and merger. However, during the late 1999, the company’s performance begins to decline due to heightened competition and reduced demand for telecommunication services.
In this essay, I will be assessing the aspects of Google’s corporate framework that have enabled it to be the best organisation to work for in recent years. Also, I will be evaluating each of these aspects using business and management theory and explaining how other businesses can use Google’s corporate strategy as a tool for attracting, and retaining, the most talented individuals.
The value chain in the world of Human Resources starts with the financial team working with the business to form a budgeted headcount. This budgeted headcount is disseminated to the Talent Acquisition team which can begin to work with the marketing team or analytics team, if necessary, to create a marketing campaign to find the best and brightest talent on the market. The moment the position is posted, is really when the art of recruiting starts to take place. The entire process from when the applicant either applies to the job posting or is sought out to when they have their first thirty days is the time frame that is observed for the candidate’s customer experience. This customer experience for our now internal customer is what is going to create the ‘new’ Comcast to attain our new value chain of a better customer experience for our external customers. By hiring the best and the brightest into our organization will only make every aspect of the business better. By hiring the best engineers we will be able to continue making new technologies that will continue the success we have had as a company to be the trend-setters and leading innovators in our space. By hiring the best in the world of marketing, finance, and operations will provide us the same outcome as
Since Cisco was changing the guidelines of the diversion in the market place, it was needed to change the tenets of the game internally. A Three pillar strategy was actualized to accomplish the sought result.
Retaining top quality talent has become a major challenge in the modern working environment. With the average length of term in any given position being 4.4 years (U.S. Bureau of Labor Statistics, 2012) and an average cost to replace that employee being 20% of their annual salary (Americanprogress.org), many companies are simply trying to fill positions with bodies. There is a study that focused on human motivation (RSA Animate), and it found that humans are primarily driven by three things: desire to master a skill, the need to be a part of something greater than themselves, and the ability to be self directed. This study did not mention money, free lunches, or nice bosses. While we widely recognize that people are motivated differently than previously thought, employee career planning and retention strategies seldom reflect this. Through the use of employee development plans, internal training programs, formal mentoring, and dual career ladders, I will explore what changes can be made to a companies planning & retention plans using Leprino Foods, my employer as an example.
Apple develops each and every one of their employees effectively emerging them in a culture that enables rapid innovation. Ever sense Apples startup they have been progressively adjusting its organizational culture to properly match the dynamics of their business. This organizational culture involves a policy for choosing only top tear superiority. Employees are selected, for not only their knowledge or skills, but for their creativity. Every employee at apple is trained in innovation and encouraged to provide ideas to the product development department. This is one of the main reasons Apple is one of the best innovative companies on the planet. The innovation is
a productive and adaptable workforce,; one that will propel the company to greater heights in the
Nortel: Arrogance Leading to Demise and Downfall
Nortel Networks Corporation, also known as Nortel, was an international telecommunications company in Ontario, Canada. It was founded in Montreal, Quebec in 1895. During the height of its success, Nortel made up more than one third of the total worth of all similar companies in Toronto and they employed 94,500 team members worldwide. (Gillies, 2009). On January 14, 2009, Nortel filed for protection from all its debts and creditors in the United States, United Kingdom, and Canada in attempts to remedy its debt and financial obligations (Gillies, 2009).
Roth was in charge of emergency of Nortel, be that as it may it was affected by both individuals and capital business sector forms. Roth settled on the choice to change Northern Telcom to Nortel and put resources into the web notwithstanding doubt and uncertainity from numerous individuals. The Board of Directors of this organization didn 't know about the money related status of the association which demonstrates that the executives, Roth as CEO, and workers didn 't know about great business hones. Business includes a system of human communications (Collins, 2011). The ascent of Nortel was to some degree from the consideration the organization got from the media and the financial specialists. This consideration affected the choices that Roth
The most important quality that the company looks for, is the right attitude in candidates to fit their culture unlike expertise or skills