xa’s target is to be the favorite company for their stakeholders. To achieve that, the group is focusing on the client satisfaction and encouraging the employee performance, in order to raise a culture of trust and accomplishment.
• AXA's duty is to support their clients by preserving their property against risks, also taking care of their savings and belongings to insure life balance. The company differentiation around the world is represented by 5 values: (proficiency, modernization, honesty, pragmatism and team cooperation). Furthermore, their employees are adopting attitudes of responsibility, availability and empathy, regarding the clients to satisfy their needs, meanwhile attaining the company’s objectives.
• “The challenge of the group
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This theory has transformed the fact that, training and improvement are considered just an “expense” instead of exchangeable investment, which is beneficial for the company’s growth and future, for this reason those 2 strategies, must be integrated in the organisational investment resources. 1-1 HR models:
Putting the right employees in the appropriate position, is considered as one of the crucial targets of the human resource team in AXA. This equation is known as “The best fit approach”, which affirms that the HR plans, must be compatible with the company’s situation also the internal and external conditions, taking on consideration the specific expectations of both, the company and their staff, to reach the compatibility point of both members.
Best fit and competing plans:
The company is inspired by three plans, to accomplish the competitive advantage designed by Porter (1985): Differentiation, by representing exclusivity, quality for clients and dealing with the Leadership
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It may allow a structure to face the internal and external changes in its environment". This quote is very interesting because it underlines both the importance of recruitment for the company and its strategic scope, committing the company over the long term and keeping its sustainability. It supports its reflection by the importance of taking into consideration a large number of internal and external parameters before the decision can be taken to recruit. All this work is done to know what are the gains as well as the risks of recruitment for the company and why it is important to follow a specific
Riordan has identified criteria in four areas that define the company’s mission statement. First, the company focus is to have attitudes and abilities that exceed industry standards to provide solutions for customer’s challenges and lead the industry in Research and Development. Second, the mission for customer relationships is to be a solution for the customer, maintain quality, innovation, and customer service at a reasonable price. Third, to ensure the long-term viability of the company, the mission to the employees is to have an innovative and team oriented working environment, in addition to keeping the employees informed and supported. Lastly, the future of the company depends on maintaining profitability to allow growth in the company (Apollo Group, 2004).
Sapient's strategy to succeed is to do whatever it takes to deliver the right business results for its clients, on time and on budget using its unique QUADD (Quality, Design, Delivery) engagement approach. Its "strategic context" that is its purpose, core values, vision, goals and client value proposition are the means to achieve. Sapient's purpose and core values (client-focused delivery, leadership, relationships, creativity, openness and people growth) focused on client's success. In order to achieve higher growth rates than the industry average it raised the bar in terms of being client-focused. Sapient devises business and IT strategies that improve its clients' competitive position and performance, as well as the value they realize from their IT portfolio. Sapient has a relatively sophisticated business model is as it has multi-geography, multi-currency operation spread across the North America, Europe and India which represent 50% of its total employees for off-shore activities but the company's success relies on focusing to develop new ways to create value for clients by significantly changing, or replacing, business processes, operations, capabilities and business models.
Finally, the firm spends a great deal of effort in training its staff, providing the best possible service a...
This is a review of an article which discusses the different techniques of hiring the right, mainly in this case, senior executives. This article aims to provide leaders with guidance on how to add value to the hiring process by improving their recruiting diagnostics. The article focuses on a concept which is referred to as fit and unpacks. This concept breaks down into sub-categories which are, fit with the job, fit with the leader, fit with the team, and fit with the organization. Instead of the traditional approach of recruiting and assessing candidates based on the current needs of the organization, this concept also addresses the current and emerging talent requirements. The article also considers the types of questions leaders should ask and what to listen for when assessing a candidate and whether or not they are “fit”. The article provides leaders with the ability and technique to gauge the authenticity of a candidate’s responses. Another topic this article addresses is the responsibility of the leader to provide the candidate with the right information to make informed decision about whether or not they feel they are fit for the job. The article also briefly discusses some complications that come along with being fit to lead such as avoiding bias behavior, being aware of preferences and prejudices, and learning from previous hiring mistakes.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Porter (1997) suggests in order to gain competitive advantages in the changing business environment, it is essential to design a generic strategy for the business: product differentiation or cost leadership. The competitive strategy is determined at round 2, when recognised our rivals held whole product profile which was the product differentiation strategy. To differentiate our strategy from rivals for competitive advantages, Digby designed to imply the cost
It is critical that everyone within the company is committed to the overall goal and holds him or herself accountable. Primary elements of being accountable include employ...
We believe that honesty and integrity engender trust, which is the cornerstone of our business. We abide by the laws of the United States and other countries in which we do business, we strive to be good citizens, and we take responsibility for our actions. Respect Others: We recognize that our success as an enterprise depends on the talent, skills and expertise of our people and our ability to function as a tightly integrated team. We appreciate our diversity and believe that respect for our colleagues, customers, partners, and all those with whom we interact is an essential element of all positive and productive business relationships. Perform With Excellence: We understand the importance of our mission and the trust our customers place in us.
All greatly successful companies have a set vision and mission that guide them in order to achieve their objectives, but they also serve as the principal by which all employees act. It can go from a very simple statement to the most elaborated thoughtful message, but the point is that it has to deliver orientation to all that look up to it, from the people that work for the company to its costumers to other stakeholders. The impact of t...
The company's management put a lot of emphasis on taking care of its employees, encouraging an entrepreneurial spirit, treating each other with respect, and being committed
3. We endeavor to be dedicated, disciplined and loyal, providing consistent value and great service to all the clients.
They are committed to making a difference every day; continually improving. better to keep us the best. The guiding principles Delighting their guests They will strive to understand our client and guest needs by listening. to their requirements and respond in a competent, accurate and. in a timely fashion.
-Customers: The company felt the importance of being customer-centric and innovate by adapting to customer
The SWOT analysis is a useful tool for identifying our personal strengths, weaknesses, opportunities, and threats to our plans and goals. According to a “Fuel My Motivation” article (2010), this analysis considers internal influences that can positively or negatively affect our ability to achieve our goals. The internal factors are our strengths and weaknesses. Also considered are opportunities and threats, which are external influences that can have a positive or negative impact on the ability to achieve our goals. I will share how the self-assessment instruments and self-exercises in this course have contributed to assessing and understanding my strengths and weaknesses. I will also discuss techniques I will use to leverage my strengths and understand my weaknesses. In addition, I will consider opportunities that I can take advantage of and the threats that can possibly impede my progress.
test whatever it's a bad effect or not. So when it used on humans, we