2. 1. Introduction
2. External environment of an organization and its stakeholders
3. Types of organizations
4. Steps for setting up a company
5. Organizational structures (AT Kearney presentation)
6. Human resources department
7. Branding: case study (guest speaker: Paul Markovits)
8. Management function
9. Marketing and sales department (AT Kearney presentation)
10. Production, acquisition and logistics (AT Kearney presentation)
11. Accounting, finance and investments (Finance Secretary of State – Enache Jiru)
12. Controlling function within an organization
13. Other departments
14. Exam recap
3. 1. Branding:
a) Market Strategy and Brand positioning
b) Customer decision making and the role of the brand
c) Brand communications and repositioning
2. Go to market strategies:
a) Channel strategy and online-offline interaction
b) How to find lead users and to facilitate influence and
contagion
c) Social targeting, Social advertising and persuasion
3) Social marketing
4. • To list the main functions of human resources department
• To cite at least five methods recruiters use to find job candidates
• To identify the stages in the hiring process
• To list several popular types of employee incentive programs
• To highlight several important employee benefits
• To describe three ways an employee’s status might change and
discuss why many employers prefer to fill job vacancies from within
5. 1. Microsoft
2. Oracle
3. Google
4. BCR
5. IBM
6. Continental
7. Orange
8. OMV Petrom
9. HP
10. Vodafone
11. BRD Groupe Société Générale
12. Coca-Cola
13. P&G
14. Siemens
15. KPMG
16. Adobe
17. PwC
18. Emerson
19. ING Bank
20. Banca Transilvania
6. • Planning for a company’s staffing needs
• Recruit and hire the right people
• Training and development of the personnel
• Appraise employee performance
• Administer compensation and employee
benefits
• Oversee changes in employment status
Challenge: accelerating rate of employees’
turnover
7. Proper planning is critical….Why???...Problems with overstaffing or understaffing
Forecasting employees’ demand and estimating supply of available employees (on
the market/ inside the company)
Part-time or temporary employees (temps) whose schedules can be rearranged to meet
the company’s needs (see labor legislation within many European countries)
Advantages of temporary work
Outsourcing, personal leasing
Job analysis- the process of studying jobs in a company to determine the tasks and
dynamics involved in performing them
Job description- a formal statement summarizing the tasks involved in the job and the
conditions under which the employee will work
(What is the purpose of the job?, What tasks are involved in the job?, What qualifications
and skills are needed to perform the job? Which are the working conditions? Does the job
entail much pressure? Etc.)
Job specification- a statement describing the skills, education and previous experience
required by the job
Who develops the job description and specification?
9. Recruitment and hiring process
Flyers, posters, conferences and other
events
Referrals from employees or colleagues in the industry
Headhunting- people who try to attract people from other
industries
10. Look for someone inside the
organization
Rely on networking contacts
and personal
recommendation
Selection steps
Hire an employment agency Review unsolicited resumes Place/ read a job ad
It might last between from a few weeks to months
Application documents: CV, application letter, references, certificates etc.
Preselection of the application files
Interview (phone or face to face)
In depth interview/ tests (intelligence/ personality, abilities)/ assessment center
Checking references
Negotiating salary package
Employers have to avoid discrimination and respect privacy of
applicants
Overqualified and under qualified employees
11. Orientation programs- sessions or procedures for acclimating a new employee to the
organization (information about company’s history and structure, safety regulations,
organizational culture, working hours, benefit plans etc.)
Training programs- employees competence has a direct impact on productivity and
profits
In house/ external trainings/ courses, exams/ in some cases under certain conditions
Job training - focuses on teaching employees the required skills and procedures to
operate company equipment in a safe and efficient manner
Coaching- is a development process in which a trainee receives specialized support
from a coach when trying to achieve a certain professional or personal objective.
Mentorship – is a relationship between a more experienced person and a less
experienced one (apprentice). True mentoring goes beyond answering occasional
questions or providing help for specific problems. It involves an ongoing relationship of
learning, dialog and challenge.
12. Performance appraisal- evaluation of an employee’s work according to
specific criteria
Most companies require regular written evaluations, standard form
360 degree review- performance
appraisal is performed by several
people; by moving the review process
from one-dimensional to a
multidimensional format the possible
bias are corrected
Very difficult to measure productivity/ employee in the
service sector or employees who work in teams
Feedback to employees
13. Compensation- a combination of payments in the form of wages or salaries, incentive
payments and employee benefits
Wages= direct incentive in form of cash payment based on calculating the number of
hours worked, the number of units produced or a combination of both
Minimum wage/ maximum 40 hours/week overtime
Salary= fixed weekly, monthly or yearly cash compensation for work; the compensation
is based on time, but the unit of time is a week, a month or a year; normally no pay for
the extra hours worked
Incentive programs- cash payments linked to the achievement of specific goals
Bonuses- the payment in addition to the regular wage/ salary as a reward for
achievement
Commissions- payments equal to a certain percentage of sales made
Profit sharing- system for distributing a portion of a company’s profit to employees
Knowledge based pay- is related to an employees’ acquisition of skills; because
employees do not compete with each other, it enhances teamwork.
14. Employee benefits- financial benefits other than wages, salaries and incentives
Flexible benefits plans- according to everyone's needs
Additional insurance (life, health, disability etc.)
Retirement benefits – pension plans
Sock ownership plans – contracts allowing employees to purchase or sell a
certain number of shares of a particular stock at a given price- ties employees’
compensation to companies goals- more motivated employees- employees
become owners
Family benefits- daytime child care, elder- care assistance, payment of tuition fees
for children in case of relocation
Other benefits- paid holydays, gym studio, car, phone, paid sabbatical period,
tuition fees, wellness programs
15. Promoting and reassigning employees
-allows the company to benefit from the training and experience of its own
workforce
- rewards employees with good results and motivates them
- risks when making execution personnel managers
Terminating employees
-layoffs (termination of employees for economic or business reasons unrelated to
employee performance) or firing (for poor performance)
- companies are encouraged to avoid as much as possible layoffs and to maintain
the jobs
Retirement
- mandatory retirement makes it necessary for people to quit working as soon as
they turned a certain age
- worker buyout- inducing employees to depart by offering them financial
incentives
