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The Organization Has Many Competitive Strategies but What Matters the Most is How Are the Strategies Can Be Implemented

The Organization Has Many Competitive Strategies but What Matters the Most is How Are the Strategies Can Be Implemented

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Published by machevallie

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Published by: machevallie on Jul 03, 2008
Copyright:Attribution Non-commercial


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The company realized that extremely effective chains of command canmake the strategies more effective. So in term of HR planning functions it will take theadvantage of the chains of command to implement any of the created plans. So in building the best and effective chain of command the company keeps changing their structure trough time, this approach is similar to what we called as ‘try and error’. After they find the best way by analyzing the performance then they’ll stick to the plan andkeep monitoring it whether it need to be changed or not.The previous two pages should give you a rough picture of the structureand how the chain of command works in this company. The first page showed you thestructure in year 2004 and the second one showed you the structure in year 2005. We cansee the difference at the HRM roles where in the first year the department weren’t indirect contact to the CEO but later the company adjusted it where HRM department arenow can communicate directly to the CEO.So based on the explanation by the senior executive that we interviewed,she told us that the company now can feel the difference when the department canmanage the people in more effective way. The result can be seen and translated throughthe profit where in 2004 they had lost a whopping 20 million but the condition changed in2005 when they’d received a 9 million profit. Obviously the changes of the organizationstructure have a big impact to the company’s performance.
The structure will not impacting the performance alone, it will affect inethical situation too. Such as the thoroughness of senior level officer when dealing withthe low level subordinate will differ completely when he dealing with his same or junior level officer. In Negara Properties, there is several codes of ethics that must be followed by all member in this organization, that is (please note that I’m only giving some of theexamples because there are some area that cannot be revealed to strangers):
I.Responsibility to Self.
a.Strive continually for self-knowledge and personal growth. b.Act with integrity; be authentic and true to myself.
II.Responsibility for Professional Development and Competence.
Responsibility to Clients and Significant Others.
IV.Responsibility to the Profession.a.Contribute to continuing professional development for myself, other  practitioners, and the profession.V.
Social Responsibility.
a.Act with awareness of the cultural filters which affect my view of theworld, respect cultures different from my own, and be sensitive to cross-cultural and multicultural differences and their implications.
Strategies & Practises
The organization has many competitive strategies but what matters themost is how are the strategies can be implemented. So that’s why the HRM (in thiscompany it’s HCM) department was brought up one level in the organization structure,that is to implement the strategies more effectively and freely. The key strategies are:
Committed to synergistic growth to enhance shareholder value.
Expansion, diversification, and/or divestment to maximize growth in market and profit.
Developing a high performance organization with a committed and competentworkforce capable of delivering business results.
Business driven research and development for competitive edge.
Enhance market position of product through brand recognition and preferredglobal supplier.
Maximizing the use of technology focusing on information and communicationtechnology and automation to drive business improvement.
Total commitment to corporate governance, quality, safety, health andenvironment.

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