Ⅰ. Introduction
1. Selected topics motivation
Southwest Airlines in the United States, many companies struggling with bankruptcy and the outlook is dark red in the airline industry 33 years has continued to fast growth to continue. Interference of large established competitors also suffered from the difficulty 9. With 11 attacks in the industry as a whole undergoing a major crisis, b
A. Purpose of Project
The purpose of this analysis is to apply McKinsey 7-S analytical model to generate a comprehensive system analysis of Casamia Co., a manufacturer from Korea. This examination should help us understand more about the organizational issues of the company to accordingly discover problems and formulate solutions. This process is carried out in a team through different steps of
and the main businesses include hydrocarbon (petrochemical, refinery, gas) and industry & infrastructure (power plant, water treatment). With sales revenue of $5 billion, our company has been very successful, with continued expansion worldwide through regions such as the Middle East, Africa, Latin America, and North America.
In such an industry, it is challenging to create a human resource manag
and the company’s welfare is very good so we want to study more about SK in detail. In addition, SK’s business has been succeeded from M&A, which has acquired the companies such as Korea mobile telecom, Shinsegi telecom which were public enterprises and Loen entertainment company. After M&A, a control and revamp of human resource is inevitably important andresponsible for whether the company
Ⅰ. Why We Choose NHN's Organizational Culture.
We studied NHN's organizational culture. NAVER is a representative and popular portal site of Korea. And Hangame also is big site for on-line game. Along with ‘Daum’ and ‘Nate’, NAVER has been ranked on top 3 portal sites in Korea. But what makes NHN unique and special is its organizational culture. It is often called as ‘Google of Kore
doesn’t have a “strategy,” but it does have a goal: to be the leading global power company.
“We try a bunch of stuff, we see what works, and we call that our strategy”
AES is committed to the value of fun.
- The company provides fun by giving its people interesting things to do, decisions to make, challenges to meet, lots of opportunities to learn and try different things.
“ Competency – based Interview ? ”
Gather information about the various job competences or skills of the applicant’s past behavior in similar situations.
▶ Candidates have to show how their previous experience and
expertise can be used to meet the challenges facing problems.
▶ For Employers, this means allocating key competencies to each role
and then as
1. Eagerness to take on new challenge
Nike’s innovative spirit and openness to challenge
Nike's creative and risk-taking culture
4. Satisfying Internal Customers
Employee Satisfaction
Loyalty and organizational commitment
Core Success Factor: Human Resource
Innovative ideas from employees
Focusing on intrinsic rewards
Organizational System
Organizational Struc
and the cellular phone business after the mergers and acquisition (M&A) of Ericsson, and Sony’s laptop computer VAIO was not supported by extensive R&D. Furthermore, Sony’s Walkman, which was considered high end disruption that has changed in the whole music industry was forced to leave the market by the development of iPod from Apple.
History of Sony’s TV industry (Exhibit2)
In 1960, So
Blum indicated he had challenged the firm to develope
“ground-breaking, next-level, result-oriented, and innovative adverting that strongly connects with our core customers.”
Crispin found inexpensive ways to gain attention, veering away from the traditional mass media.
버거킹이 햄버거 전쟁에서 승리하기 위해 몇십년 전 꺼내었던 카드는 바로 내 맘대