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General Electric Company
imagination at work
"As one of the world’s most diverse and best performing global enterprises” - recognized repeatedly for leadership and innovation - they offer employees an environment where what they imagine they can make it happen, developing new technologies and services to grow businesses.
About the company
GE traces its beginnings to Thomas A. Edison, who established Edison Electric Light Company in 1878. General Electric was one of the original 12 companies listed on the newly-formed Dow Jones Industrial Average and still remains after 113 years, the only one remaining on the DJIA
At a glance
• Today GE is a diversified in technology services and financial services company with operations in more than 112 countries and with over 323,000 employees worldwide. • In 2008, GE invested $15 billion in the intellectual foundation of the Company. This yielded 2,537 global patent applications and intellectual property assets that span the globe. • Jeffrey Immelt - Chairman of the Board & CEO •
A w a rd s & R e co g n i o n ti
• In 2009, GE ranked the top 1 in Fortune magazine's listing of the 50 Most Admired Companies in the World, and also number one in the electronics industry. • In 2009, Hulu.com and GE ranked among Fast Company's annual list of the world's 50 most innovative companies, GE at #11. • GE ranked #1 in Business Week's "World's Most Innovative Companies" list for the second year in a row. • Recognized as a "sustainability leader" by Dow Jones, GE is included in the 2008 and 2007 Dow Jones Sustainability Index. • In 2007, GE ranked among the top five in Barron's annual survey of the world's most respected
B u si e sse s n
C u l re tu
“At GE, we consider our culture to be among our innovations. Over a decades our leaders have built GE’s culture into what it is today- a place for creating and bringing big ideas to life. Today, that culture is the unifying force for many business units around the world”
Bible of GE: “The Sprit and the letter”
Former CEO Jack Welch (now retired), introduced this concept at GE. During his work period GE was prized most deal-making, costcutting and efficient organization. Every day, everyone at GE has the power to influence company’s reputation — everywhere they do business. The Spirit & the Letter helps to ensure that, after more than 125 years, we still conduct our affairs with unyielding integrity. For well over a century, GE employees have worked hard to uphold the highest standards of ethical business conduct. They seek to go beyond simply obeying the law — they embrace the spirit of integrity. GE’s Code of Conduct articulates that spirit by
C o d e o f C o n d u ct
• The laws and regulations governing the business conduct world wide – Be honest, fair and trustworthy in all your GE activities and relationships. – Avoid all conflicts of interest between work and personal affairs. – Foster an atmosphere in which fair employment practices extend to every member of the diverse GE community. – Strive to create a safe work place and to protect the environment. – Through leadership at all levels, sustain a culture where ethical conduct is recognized, valued and exemplified by all the employees.
C o d e o f C o n d u ct ( co n t’)
It also provides other information regarding the rules and regulations of the business like hoe to deal with the government; customers etc. Employees and leaders who violate the spirit or letter of GE’s policies are subject to disciplinary action up to and including termination of employment. •
O th e r i p o rta n t p ri ci l s m n pe
Ø Six sigma
Ø Six Sigma is a highly disciplined process that helps us focus on developing and delivering near-perfect products and service.
Ø Ø Ø Ø Ø F a ir p ra ctice s Ø ØFa i e m p l ym e n t p ra cti s d o m o re th a n ke e p Ø r o ce
n i th i e a – G E i co m p l a n ce w i a p p l ca b l l b o r a n d e m p l ym e n t l w s. T h e y co n tri u te to a cu l re o a b tu – o f re sp e ct.
O th e r i p o rta n t p ri ci l s ( co n t’) m n pe
Ø Base employment decisions
– On job qualifications and merit. Merit includes an individual’s skills, performance, values, leadership and other job-related criteria. without regard to a person’s race, color, religion, national origin, sex, sexual orientation, age, disability, veteran status or other characteristic protected by law.
ØP ro v id e a w o rk e n v iro n m e n t
Fre e o f i p ro p e r h a ra ssm e n t a n d b u l yi g . m l n
Other important principles (cont’)
Ø Respect the privacy rights
Ø Of employees by using, maintaining and transferring personal data in accordance with GE’s Employment Data Protection Standards and related procedures in accordance with applicable law. Ø Ø Ø
Ø ØTa k e la w fu l a ffirm a tiv e a ctio n s
ØI th e U n i d S ta te s, a n d e l w h e re i re q u i d b y n te se f re l ca ll w , to i cre a se o p p o rtu n i e s i e m p l ym e n t fo r o a n ti n o w o m e n , m i o ri e s, p e o p l w i d i b i i e s a n d ce rta i n ti e th sa l ti n ve te ra n s.
W o rki g E n vi n m e n t n ro
Employees’ performance can only flourish in a sound work environment. – The way they deliver results is as important as the results themselves. GE seeks to lead in workplace and marketplace integrity by respecting the human rights of everyone touched by our business, and by enforcing legal and financial u a lity compliance.life o f w o rk –G E a ssu re s co m p l te su p p o rt to a l ts e m p l ye e s o n e li o b o th p ro fe ssi n a la n d p e rso n a lfro n ts. A p a rt fro m o cre a ti g a fri n d l a n d sti u l ti g w o rk n e y m a n e n vi n m e n t, G E a l e xte n d s su p p o rt to i ro so ts e m p l ye e s i th e i d o m e sti l ve s. o n r c i
Ø Operating with Integrity
W o rki g E n vi n m e n t ( co n t’) n ro
ØW o rk a n d L ife B a la n ce
ØG E e n co u ra g e s o u r p e o p l to m e e t th e i w o rk e r co m m i e n ts w h i e b a l n ci g th e i o w n l fe tm l a n r i re sp o n si i i e s. To su p p o rt th i b a l n ce , fl xi l w o rk b l ti s a e be a rra n g e m e n ts a re a n i te g ra lp a rt o f th e w a y w e n co n d u ct b u si e ss. n
O rg a n i ti n a l Behavior at GE za o
Le a d e rsh i D e ve l p m e n t p o
• Educate employees- focusing on leadership, change, and Six Sigma. • Communicate and strengthen our employee's commitment to GE and the GE Values. • Build bridges across boundaries by letting people interact across businesses, functions, and hierarchies. • Enhance our customer focus; build relationships with strategic customers and other key stakeholders
C o m m u n i ti n ca o
GE views communication as the most critical element. The most important thing that they see with the HR function is that there always is a constant dialogue, as they don’t like to hide things in GE. GE offers several channels for raising concerns. Use the channel that is most comfortable for its employees.
M e a su ri g Pe rfo rm a n ce n
Beyond the idealized growth traits, GE also upholds four basic actions to drive performance: imagine, solve, build and lead. Ongoing appraisal processes and evaluations help to measure performance and also to sustain the values that GE leaders aim to embody. “Your ticket to entry at GE, your base premise to be a part of this game, is you have to perform and you need to have the GE values”
S tre ss m a n a g e m e n t
At GE, they have professional agencies to organize regular stints of aerobic exercises, meditation and dancing sessions for employees as part of stress management. They also provide counseling to the employees how to manage work and stress.
O rg a n i ti n a lC u l re za o tu
• Individual effort is much more important than group or collective efforts • Rebels are heroes (Jack Welch was an effective rebel against most of GE's official management practices throughout his career before he became CEO) • Going around the hierarchy is encouraged (this is the hidden purpose of work-out, not teambased participation and improvement) • Competition is king, internally and externally • Loyalty is determined by performance • Poor performers lose face publicly • Communications are direct and confrontational • Leadership comes from individuals, not groups or
The GE Women's Network (GEWN) was formed to support the professional development of women at GE, with the mission of fostering professional women's development to help grow, attract and retain successful women throughout GE. Development is focused on leadership, advancement and career-broadening opportunities in a variety of ways including information, education and networking with other men and women to learn best practices. GE was honored as one of the 100 Best Companies for Working Mothers.
C o m p e ti ve p a y a n d a g re a t j b ti o
In addition to great career opportunities. GE offers very competitive compensation and benefit packages. While plans may vary from business to business, they all are comprehensive and include such things as:
Stock Purchase Plan Tuition Reimbursement Comprehensive Health Dental Care Medical Leave Parental Leave Life Insurance Work/Life Connections Relocation Assistance Pension Plan
A Career At GE Is Opportunity For Life Long Learning
Our boundless environment also supports "horizontal learning". Through GE's professional communities and networking forums, people talk to each other and share knowledge: sales people share leads; engineers share technologies; and people share ideas resulting in great innovations. Growth and Self-Direction Performance Feedback and Coaching Annual Human Resource Review Mentoring Ability Edge Internships
Global Organizational & Leadership Development GOLD's vision is to help Capital Solutions exceed its business objectives by driving performance through continuous learning and development. GOLD strives to lead effective change management in the areas of coaching managers, identifying training needs, conflict management, team building, acquisitions integration and facilitating "Voice of the Employee" improvements. GOLD is able to realize its vision because of our people. The GOLD Team is a group of energetic, passionate people who want to "steer" you on your road to success through the gateway of continuous learning and development experiences! The GOLD Team offers a robust curriculum for continuing growth.
Transparent work culture
A transparent work environment can serve as one of the primary triggers to facilitate accountability, trust, communication, responsibility, pride and so on. It is believed that in a transparent work culture employees rigorously communicate with their peers and exchange ideas and thoughts before they are finally matured in to full-blown concepts. It induces responsibility among employees and accountability towards other peers, which gradually builds up trust and pride Employees comprise the most vital assets of the company. In a work place where employees are not able to use their full potential and not heard and valued,
Quality of work life
• Suitable working time: Organizations are offering flexible work options to their employees wherein employees enjoy flexitimings for dedicating their efforts at work. • • Appropriate salary: The appropriate as well as attractive salary has always been an important factor in retaining employees. Providing employees salary at par with the other counterparts of above that what competitors are paying motivates them to stick with the company for long.
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