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Human ResourcesYagnesh AhirProfessor ReidOctober 3rd, 2007

Siemens Case Study

1. How does Siemens seek to provide good career opportunities for employees?

The entire article is about Siemens and how they manage its employees. The

Culture of the company is high performance which is to encourage people to achieve

high results. When you are in a company whose culture is to do the best, you

definitely have a chance to improve your career. The Environment of Siemens is

rare whose workforce consists of professional people who believe in teamwork, and

hard work does not prevent having fun together and party. Dr. Klaus Kleinfield said

he “was able to build large circle of advisors and friends within the company” (qtd in

success stories). Most of us would love to work in this kind of company. Siemens also

provide you the chance to enter global high technology company because it operates

jointly in many countries. There is also flexibility and diversification in the company.

More than 500,000 employees work in industries of healthcare, transportation,

telecommunication, power generation and electronics (success stories). Their

organization structure is not flat; they have broad range of positions like human

resource specialists, administrators, researchers, etc (creating…). There is good

chance of making a career in company like Siemens.

They also have some programs inside the company itself that renders

employees the opportunities. Siemens have Human Resource Development

Program which function is to identify and meet the needs of their workforce. The

strategy helps worker to excel at work which is beneficial for the company and its

employees. The most important part of program is that Siemens is “encouraging

employees to improve their career and other aspects of life”(qtd in creating…).

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Besides human resource development program, they also have Talent Management

Philosophy. It makes sure that each employee is given support to achieve the

maximum potential (creating…).

2. Describe one of the systems that Siemens has created which provides

development opportunities for employees at work.

Talent Management- managing People

Talent Management is not the only system in Siemens which provide

opportunities, they also have Human Resource Development Program and many

others which not appear in the study. I am going to describe Talent Management. The

system makes sure that each employee is given a support to achieve their maximum

potential and works together to achieve the organization’s objective. There are no

reasons to prevent the progress of your career, if you work in a company like

Siemens. The strategy is for all the employees, not just the high position workers.

According to Siemens Everyone has talent and can make the best use

(creating…). Human Resource is also taken into consideration for Talent Management

System. Matching the talent with appropriate task gives them the competitive

advantage. You can see how important the strategy is for the company. Talent

management provides job enrichment and enlargement. In the first one workers are

inspire for additional charge to make the work appealing and in enlargement,

extension is given to responsibility range with knowledge and skills. The system is

very helpful for managers in a way that it enables them to engage and motivate the

employees to accomplish the organization’s goals.

Before jumping to Talent Mangement directly, it is important to take into

account Performance Management. According to Siemens, Talent management

depends on Performance Management. Siemens has also created a standard process of

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conducting the performance and development of their workforce (creating…).

Performance Management is what happens between company’s plans and individual

target of the employees. The process creates communication and trust by setting goals,

monitoring performance and discussion between managers and subordinates. Honesty

is very critical in the entire system.

3. How important is the appraisal system in helping to create shared understandings

about the objectives of the organization and personal objectives of individual

employees?

The appraisal system is extremely important for any company in helping to

create shared understandings about organizations objectives. Appraisal is giving

reward to an individual or a team for their performance. The reward could be any

form like words, promotion, bonus, etc. There are several different appraisal

techniques like: self-review, immediate supervisor, peer group, team,overall

assignment, upward and 360 degree (kork…). You can’t classify any single technique

as the best. It depends on the situation, identifying which type of appraisal system will

work better than the other. After all, providing appraisal is more important than the

kind of system we choose. Form my point of view appraisal is very important in any

organization, does not matter if the company is small or large. As a university student

I will be happy if the professor gives me a reward like “good job”, it will keep me

motivated to do my best the next time. We could say the same thing about the

employees working at Siemens.

Before appraisal system, knowledge sharing is necessary. Knowledge sharing

is “capturing, organizing, reusing and transferring experience based knowledge that

reside within the organization making it available to others”(qtd in kork…). Giving

appraisal is critical for better communication and management in the organization.

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For a company like Siemens appraisal system is very essential because their system is

all about targets and performance of the employees. Through appraisal employees

know their results of the performance. It is very important in fast changing world

“effective appraisal systems act as a primary vehicle for the measurement change”

(qtd in krok…).

4. How effective do you think the Siemens approach to people management will be in

creating great results?

Right now Siemens is doing a great job for managing people. Siemens culture

is high performance which will keep their employees motivated. Than they have

Human Resource development program and Talent Management Philosophy which I

mentioned earlier. They says that “excellent people need to be managed in a excellent

way”(qtd in creating…). The key point for their management is that they take benefits

from employees and also provide them back in different ways. Many companies do

not take into consideration the other advantages provided by the company. Giving

salary is not all that matters. When Siemens assign a task to the employees they pass

the responsibility with trust which leads to engagement, commitment and high

performance. By doing what Siemens is doing at the present, they will be successful

at effectively managing the people. If they keep doing the same thing with little

changes require with the time, they will have no problem managing workforce.

5. How you would apply what you have learned from the case study.

Siemens case study is very important for me, in fact I will keep this for future.

There are some very important details of management and Human Resources. I will

make sure that my subordinates get something more than salary from the company.

Every single thing in the article is very essential for manager. I would like to go in a

company who offer similar benefits like Siemens and whose culture is high

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performance. Companies like Siemens offer you the opportunity to make growth in

your career. I will like to have programs like Human Resource Development and

Talent management in my company which could provide some exceptional talents I

could not have figure out. This kind of articles just open up your mind and make you

think about what was unknown before. Communication and integration is very

essential wherever we work. It will take forward your company or family. Siemens

operates in different countries; all this is done because they communicate well from

long distance.

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Work cited

Creating a high performance Culture. Siemens. <www.siemens.co.uk>

Karkoulian Silva, Osman Yasmina. Effective Appraisal Systems: The impacton

knowledge sharing in the lebanese banking sector. <http://trintrin.com/obec/yasmine

%20osman,%20silva%karkoulian.doc>

Success Stories. Siemens Mangement Consulting. <https://www.smc.siemens-

De/en/entry_and_career/transfer/success_story_1/>