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BMW: Human resources

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case study
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10 pages
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  1. Introduction
  2. Overview of human resources in the company
  3. Strategy & HR planning in the company
  4. Organizational alignment and agility in the company
  5. Workforce engagement, capability & capacity in the company
  6. Succession planning in the company
  7. The European culture & international HR management
  8. Conclusion

International firms are more and more dealing with an International orientation by developing the business in new emerging markets and consolidating the loyal ones. In order to be effective, they have to control the financial structure and the Human Resources in the same time. Both of these services are maybe the elements that a firm tries to control but which are two of the most difficult.

In our case, we are going to be interested especially in the Human Resources factor. Which impacts have employees on the firm's structure? Why are people so complicated to manager?

It is quite simple: we can easily say that we can anticipate or force a person to do what we want. For a company, this service is one of the most strategic one and where you can't make many mistakes because it will have an impact on the way the firm is doing business and on the brand image.

In this final assignment we are going to be interested in a field I have always enjoyed: car industry and more precisely in a German firm I am passionate since I have the right to drive a car: BMW. My objective in the future is to work for this company. Is it not a good way to be effective and productive at work if you are working for a way and a brand that has always been a passion for you?

[...] It was in 1994. Now the site where BMW is producing its car is a very technological one: they are able to produce their own power in order to maintain the totality of the site in service. They create an area where you can find medical facilities with pharmacy and 24-hour security and firefighting personal. Today, BMW is only producing three models in this factory: the X3, X5 and X6 which are the all road vehicles proposed by the brand. [...]


[...] Thanks to these two previous elements associated with the training and acquisition of knowledge they have created advantages that employees can find in a minority of corporate group. Capability in the company When we are considering the general situation of the company, there are many key points to take in mind. When BMW started its implantation in USA more precisely in South Carolina, they have taken only 23 months to start the construction of the building to the first car produced. This is a really short time of fulfillment. [...]


[...] In our case, we are going to be interested especially in the Human Resources factor. Which impacts have employees on the firm's structure? Why are people so complicated to manager? It is quite simple: we can easily say that we can anticipate or force a person to do what we want. For a company, this service is one of the most strategic one and where you can't make many mistakes because it will have an impact on the way the firm is doing business and on the brand image. [...]


[...] My objective in the future is to work for this company. Is it not a good way to be effective and productive at work if you are working for a way and a brand that has always been a passion for you? At first we are going to analyze the global situation of the firm considering the human resources aspect, the strategy they employ, how the firm is organized in its day to day need of workforce, and how European companies are managing the cultural differences in a more and more International environment. [...]


[...] VIII) References www.bmw.com: the official website of the firm with the last updated news where I have found information on Human Resources management. http://www.bmwusfactory.com: this is another official website of the firm, where we can find lots of information concerning elements such as the capability and capacity of production of the entire group. ?Context-Bound Configurations of Corporate HR Functions in Multinational Corporations? (January/February 2010): Elaine FARNDALE, Jaap PAAUWE, Shad S.MORRIS, Günter K. STAHL, Philipp STILES, Jonathan TREVOR and Patrick M. [...]

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