Company Profile of Siemens Essay

due south is a German multinational conglomerate lodge headquartered in Munich, Germany. It is the largest Europe-based electronics and electrical engineering company. 1 south is organised into six main(prenominal) divisions Industry, Energy, Healthcare, Equity Investments, Siemens IT Solutions & Services and Siemens Financial Services. Human Resources military position Siemens 3i Program The human resources perspective combines prescriptions for design of craft tasks with theories of motivation.Siemens humanistic perspective on management 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 validating ways for improvement suggestions. Employees can either contact supervisor at present to voice their ideas (direct) or submit their suggestions to the 3i office, who will ste p in to fix 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 drop on ideas for improving add surroundings, optimizing processes, saving money or enhancing competitiveness. instantly 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 ccc million.Impact of Social Forces Training in SiemensSocial pull outs rival to those aspects of a culture that guide and influence relationships among people. One social force is the changing attitudes, ideas and apprise of Generation Y employees, who want a work environment with access to opportunities to learn and further their gos and personal goals. 4 In result to the social force of Gen Y workers, Siemens provides development programs teaching new-fangled skills or extending the skil ls employees already have. There are On-the- ponder training and Off-the job training.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 submission level employees, Siemens has three main development programmes apprenticeships, Siemens commercial Academy and Siemens Graduate Programmes. These programs develop employees with the essential skills set they indispensableness 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 shipment 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 sale s, marketing, business and R & D people of Siemens ICN and ICM. ShareNet networks these experts globally and lets them share and develop their knowledge in order to acquire better customer solutions. 5It focuses on enabling employees to transfer their tacit knowledge into explicit information.Whats more, ShareNet is independent of time zones and organizational structures, so urgent questions are generally answered within a few hours. ShareNet provides real life story 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 make available on a global scale whenever possible.