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    Ge Case HRM

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    kunal
    GE's employee development system has advantages like objective-based performance evaluations, rewarding performance over seniority, and CEO engagement with employees. However, it also has disadvantages such as promotions only coming from within, reducing opportunities for outside managers. The main factors for GE's leadership development are increasing diversity, a merit-based culture, and training programs. Jeff Immelt created forums for feedback, connected managers to customers, and had China and human capital visions. Today, GE should grow leaders by focusing on positive attitudes, new ideas, clear communication, shared purpose and vision, and motivating employees.

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    Ge Case HRM

    Uploaded by

    kunal
    27 views2 pages
    GE's employee development system has advantages like objective-based performance evaluations, rewarding performance over seniority, and CEO engagement with employees. However, it also has disadvantages such as promotions only coming from within, reducing opportunities for outside managers. The main factors for GE's leadership development are increasing diversity, a merit-based culture, and training programs. Jeff Immelt created forums for feedback, connected managers to customers, and had China and human capital visions. Today, GE should grow leaders by focusing on positive attitudes, new ideas, clear communication, shared purpose and vision, and motivating employees.

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    GE CASE HRM

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    GE's employee development system has advantages like objective-based performance evaluations, rewarding performance over seniority, and CEO engagement with employees. However, it also has disadvantages such as promotions only coming from within, reducing opportunities for outside managers. The main factors for GE's leadership development are increasing diversity, a merit-based culture, and training programs. Jeff Immelt created forums for feedback, connected managers to customers, and had China and human capital visions. Today, GE should grow leaders by focusing on positive attitudes, new ideas, clear communication, shared purpose and vision, and motivating employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    27 views2 pages

    Ge Case HRM

    Uploaded by

    kunal
    GE's employee development system has advantages like objective-based performance evaluations, rewarding performance over seniority, and CEO engagement with employees. However, it also has disadvantages such as promotions only coming from within, reducing opportunities for outside managers. The main factors for GE's leadership development are increasing diversity, a merit-based culture, and training programs. Jeff Immelt created forums for feedback, connected managers to customers, and had China and human capital visions. Today, GE should grow leaders by focusing on positive attitudes, new ideas, clear communication, shared purpose and vision, and motivating employees.

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    © All Rights Reserved
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    GE CASE

    1.Evaluate GE' employee development system: main advantages and disadvantageson


    every stage from the very beginning
    Advantages
    A. Objective based performance evaluation
    B. Changing from seniority driven rite of passage to reward
    C. Engagement of the CEO with the employees
    D. Internal consulting projects
    E. Merit based system of promotions

    Disadvantages
    A. No scope for outside managers to become top rated managers in the
    organization as promotions done internally
    B. Multiple layers in the organization
    C. Low or No recruitment from Asian business schools

    2. What are the main success factors in leadership development at GE?


    The main factors of leadership development at GE can be attributed to
    A. Increasingemployee diversity
    B. Meritocracy based culture for promotions
    C. Rankings system
    D. Training through Crotounville university
    E. Focus on future
    3. Analyze the career path of Jeff Immelt and his role in the company: What are
    thefactors and personal characteristics which help him to achieve results?
    A. Creating forums for feedback
    B. Front line managers get more directly connected with customers
    C. Placement of senior marketing executives in each of GE’s business
    D. China vision to develop Chinese management and leadership
    E. Rethink resource allocation by telling business leaders to invest in business that
    were heavy in human capital skills and expertise more than physical capital.
    4. If the situation happens today - how GE should growth leaders? What factorsshould
    be considered?
    A. Positive attitude can make a big difference and those with positive attitudes will
    receive the best response
    B. New ideas to improve their services or products, and some of the best ideas are
    inspired by something or someone.
    C. True leaders can quickly identify motivating factors in people in order to move
    them in a certain direction. Some of the strongest motivators include money, fear,
    time, and power
    D. If there is proper flow of communication from top to bottom and vice versa then
    policies can be implemented in an efficient way.
    E. Purpose is the mission and the driving force behind an organization, and leaders
    should clearly know and understand both his purpose and that of people who are
    part of the organization
    F. Visionshould include values, and it is critical that good leadership makes sure
    that an organization and its employees agree with the leader’s vision to ensure its
    achievement.

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