Company Profile of Siemens Essay Example for Free

Company Profile of sec Essay second is a German multinational conglomerate company headquartered in Munich, Germany. It is the largest Europe-based electronics and electrical engineering company. 1 reciprocal ohm is unionized into six main divisions Industry, Energy, Healthcare, Equity Investments, atomic number 16 IT Solutions Services and Siemens Financial Services. Human Resources Perspective Siemens 3i Program The human resources perspective combines prescriptions for design of job tasks with theories of motivation.Siemens humanistic perspective on forethought is reflected on its 3i program, which applies Theory Y assumptions to tap into employee creativity and mind power. The 3i Program(ideas, impulses, initiatives) encourages ideas and suggestions from employees and rewards these initiatives. There are direct and confirmative ways for improvement suggestions. Employees can either contact supervisor directly to voice their ideas (direct) or return their suggestions to the 3i office, who will step in to find the responsible department(indirect).Employees will be rewarded if their improvement suggestions are adopted. Siemens has a huge number of motivated employees and thus enormous creative potential on ideas for change control surroundings, optimizing processes, saving money or enhancing competitiveness. Today 100,000 3i suggestions a year are put into practice-at Siemens AG in Germany alone. 3 This Theory Y approach enables the company be rewarded by premiums totaling 300 million. violation of Social Forces Training in SiemensSocial forces refer to those aspects of a culture that guide and determine relationships among people. One social force is the changing attitudes, ideas and values of Generation Y employees, who want a work environment with access to opportunities to learn and further their careers and personal goals. 4 In response to the social force of Gen Y workers, Siemens provides breeding programs teaching new skills or exten ding the skills employees already have. There are On-the-job provision and Off-the job teach.On-the-job training is conducted at the place of work through mentoring, shadowing, coaching, job rotation. Off-the job training takes place away from workplace through courses, presentations and qualifications. For entry level employees, Siemens has three main nurture programmes apprenticeships, Siemens Commercial Academy and Siemens Graduate Programmes. These programs develop employees with the essential skills set they need in their everyday role and equip them for a long-term career at Siemens.By improving the development opportunities, employees feel the company values them. The motivation theories of Herzberg and Maslow show that staff work better when valued. This delivers long-term dedication and ensures benefits to the company. Knowledge Management Model ICN/ICM ShareNet Siemens Information and Communication Networks(ICN)ShareNet is a community of around 18,000 sales, marketing , military control and R D people of Siemens ICN and ICM. ShareNet networks these experts globally and lets them share and develop their knowledge in nightspot to create better customer solutions. 5It focuses on enabling employees to transfer their tacit knowledge into explicit information.Whats more, ShareNet is self-employed person of time zones and organizational structures, so urgent questions are generally answered within a few hours. ShareNet provides rattling life experience thus saves precious time in all phases of the value creation process. In addition to time, ShareNet saves consulting fees for Siemens, because the knowledge and analyses of external consultants reports are made available on a global plate whenever possible.