Here i" a essay statement from lg electronics ceo nam Yong speaks to the media during a press conference in seoul on ( from google ) On the surface, we are in a competition of products. But inside, it is a competition of human resources nam Yong, chief executive and vice chairman of lg electronics, said at a press conference held in seoul. We want to hire the most talented workers in each country. But if we always send Koreans to head overseas branches, local employees will not be motivated to work hard for a promotion. We want them to be motivated and have a vision. What we are doing is not just replacing Koreans with foreigners. We want to change the corporate culture nam said. After three or four years, nationality or gender won't be taken into account when hiring top positions. Only performance and capability will be considered nam said, adding that employees are welcoming the arrival of able non-Korean leaders.
By this way i believe the company could save many worth employee, saving time and cost at the end. Korean and non-Korean Managers I have two opinions in this issue, theoretically hr team has to take the same approach to all employees whether they are korean or Non-Korean, because at this point this is what it must be done. As long as the employee give their best performance and profit to the company then they will receive award or promotion and it also happen in the other way around for the punishment. But in the reality, i think hr has to do a little bit different approach between Korean and non - korean employee. This has something to do with the culture, learning from the "Bamboo ceiling" in the japanese culture of company, the hr team has to pay special attention in working this issue so that the foreign employees feel they will have the same opportunities compare with. What more important is the reality itself. Was there any non - korean sitting on the top management of lg group so far.
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When they match the requirement and then get them hired. In the recruitment I suggest hr do the decentralized system in every regional or country so analyst it can works more effective and efficient In phase 2, global leadership program conducted in the group for all employee range was very good, but in my opinion. Just to make sure that all the employee got the massage right and to show them how important the massage, if it was conveyed by the ceo or Director level In phase 3, i think this is the most important role of line manager. Most of the activity is daily activity, of course if we see the yearly or semester appraisal and reward it only happens 1 or 2 times a year, but what i am trying to say here is appraisal and reward in other way that line. This kind of appraisal and reward sometimes more important for some employee and it can make respect for others and most important it can create loyalty. Then we can hope the bonding culture to the company could be build.
So hr has to give example that informal reward sometimes more important. In phase 4, usually happen in the contradictive way, the good employee had always hijacked by other company while the usual and average one stay with also a standard performance. The role of hr is very important at this retaining phase because what often happen is that if there were a promotion or a raise of salary that beyond the average level or number usually hr refuse it with many reasons (this is not the. What happened after that usually the perform employee resign and then hr do all the speed up performance appraise and raise the salary when it was too late. Even if the employee can be retained after that, i am sure the loyalty was not as high as before, and not in long run they resign anyway. What hr need to see here is if there were some special reward or promotion related to some special performance hr has to pay attention to what line managers proposal and sit together to discuss the issue.
Leading company in Korea, one of the best companies in the world. Focus on customer satisfaction and product/. Focus on strategic geographical market (size, growth and business opportunities in the market). Service quality, focus on China southeast Asia market. Us 38 billion of revenues, us 380 billion of revenues, structure.
Reorganized to 21 Cultural units multiple sbu. Global working organization (More non Korean Manager (Strategic Business Unit) and local host manager in foreign affiliation). System, sBU were given full Profit loss responsibility. Business measured by financial performances, cultural Unit responsible to integration and (Poor financial performance will be shut down) coordination across sbu, style of leadership. Managed by self control, flawlessly executing orders, global leadership and orientation. Determining strategic direction, staff 110,000 Korean employees 1400 new capable global leaders (50 are non Koreans) 20,000 non Korean employees 340,000 foreign employees for international business 200 managers 3,400 non Korean managers skills review and reengineering business process skills Financial knowledge customer Satisfaction and quality. Human resource organization must set up very detail since they will broader their business worldwide and intended to be one of the best company in the world. The organization must have some characteristic in order to achieve the vision of the future: Worldwide organization with the same 'new culture' global working environment that included Korean and non-Korean leaders Business paradigm to be the world player good communication and synergize among group. While to attract them to join the group hr has to open the advertising worldwide, through website explaining the lg group in interesting way.
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On January 1, 1995 they change the name to the lg group and also hang their logo symbolize five key concepts which were: The world, the future, youth, humans, technology. They also launched a radical change program titled 'leap 2005'. The program aimed to transform the group into a world class global institution that would generate us 380 billion in revenues in the year 2005, with profit rates that would be comparable with the world's best companies in each of its different businesses. Chairman koo set up a basic philosophy with 4 key points: Compete from global perspective ( global company, global management system, secure and utilize people, finance and technology from global perspective to create world class business system ). Create writing maximum value for customer, employee and shareholders. Conduct business with integrity, contribute to social development as a corporate citizen. I try to summarize using Mc Kinsey 7S model to translate the objective of "leap 2005" in condition, objective at 2005 (leap 2005 strategy.
1967. From the beginning ( ) lg focused on competing through low cost manufacturing and high volume rather than finding customer needs, product quality and expanding market capacity. Mid 1980 lg started thinking to make a change in the strategies due to some reasons: Korean consumers were more sophisticated and had a higher standard of living so they need higher quality products and service. Region and international competitiveness had risen ( especially in price) since the government began to relax the trade barriers. Cost competitiveness especially with China, because they had lower labor cost. These external changes cause lg sales dropped by us 1 billion (7 decline) and 18 profit decline. So i 1987, Cha kyung koo took an extensive internal audit by Mc Kinsey co to make lg back on the right track. The new management agreed to set the new business paradigm, instead of just concern of lower cost and high volume, now they had to consider customer needs, value, preferences and quality. By 1994 the result of these efforts were beginning to show, net income rising from us 124 million in 1991 to us 965 million in 1994.
In the affirmative action there is a need of overt racism. Such remedies are still required to provide equal access for all. What are the recommendations given by the aba study group? To understand one another is required that we go through a generation of education. Even though we have overcome some of the shortfalls of the past dealing with racial justice we need to work ourselves to insure mutual respect be carried out among all citizens. What are the conclusions drawn from this study? Today we can bring all our thoughts together in order paperless to unite and to promote righteous Judgment, equal justice, and fairness.
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Study On plan Judges Essay, research Paper. Study on Judges:. What are the major findings with regards to the impact of race in each area of study? Finding on this studies have been a major impact on Judges due to minority judges have been well looked at through the eyes of the world. Progress has been made in appointing minorities to the federal bench and nearly three out of four minorities are confirmed. How has the policy of affirmative action helped in accomplishing the application of the goals of Justice and equality? Despite the progress that has been made in recent decades particularly with civil right laws and court decisions, most of the problems still persist. Supporters of initiative action who were opposed to an affirmative action wanted similar words to be used in the civil Rights Act of 1964. Words to be included were discrimination, and preferential treatment.