1.0 Introduction – Nature of Business & Market Context
Hitachi Data Systems (HDS) is a joint venture company formed in 1989 between Hitachi Ltd, Japan and Electronic Data Systems Corporation (EDS). HDS became a fully owned subsidiary of Hitachi Ltd in 1999. (Hitachi Data Systems 2014) In 1962 EDS was established as a facility management company in the Information Technology industry. While, Hitachi Ltd was focusing more on manufacturing and trading of electronics, power, consumer products and industrial equipment. HDS’s vision are well aligned with Hitachi Ltd’s to delivers innovations that answer society’s challenges with talented workforce and strive to be pioneer in global market. (Hitachi Ltd 2014) On the initial stage HDS’s core business …show more content…
Predecessor was a typical Theory Y manager, while new APAC senior managing director is the contrary; a Theory X manager (McGregor, 1960). Hence, there is a congruency for employees to tend to prefer previous management style that provides more flexibility and gave more empowerment to employees. Hence, this has resulted the resignation of entire Asean management team within six months after new senior managing director take over the position. Furthermore, APAC senior managing director has also implemented new business focus and goals to gain more market share. However, the focus are purely dependent on commercial and sales team neglecting other department’s which could contribute efforts to realizing the business goals. Hence, other department’s management doesn’t have a clear define goals and plan for their employees, thus employees are unclear of the organization direction and goals set for …show more content…
According to Bratton and Gold (2003), recruitment is a process that generate a group of capable workforce to fit the organizational needs. Hence, recruitment is part of HDS’s strategic human resource management to fill the innovation manpower gap. Reason being existing technical team are much more familiar with HDS storage skills and there are insufficient business case for them to acquire different technical skills. However, it is not easy to implement innovative culture to the technical team as there are no proper training and development plans to cultivate the mindset and skills. As mentioned by Alfred (1967), in order to fill manpower gap efficiently is to recruit the suitable candidate at the right timing. Additionally, in order for an organization to sustain competitive advantage among its competitors, one of the strategy is to recruit high quality workforce (Coff, 1997). Since HDS technical team doesn’t have the knowledge on other vendor’s products, it is also a good strategy to hire individuals from system integrator (SI)’s company or jointly hired an employee with SI to help HDS to solve technical queries on specific vendor’s product. This in turn helps the employee to develop more knowledge on HDS products whilst helping HDS to transfer knowledge to existing technical
Hitachi Data Systems (HDS) is a joint venture company formed in 1989 between Hitachi Ltd, Japan and Electronic Data Systems Corporation (EDS). HDS became a fully owned subsidiary of Hitachi Ltd in 1999. (Hitachi Data Systems 2014) In 1962 EDS was established as a facility management company in the Information Technology industry. While, Hitachi Ltd was focusing more on manufacturing and trading of electronics, power, consumer products and industrial equipment. HDS’s vision are well aligned with Hitachi Ltd’s to delivers innovations that answer society’s challenges with talented workforce and strive to be pioneer in global market. (Hitachi Ltd 2014) On the initial stage HDS’s core business …show more content…
Predecessor was a typical Theory Y manager, while new APAC senior managing director is the contrary; a Theory X manager (McGregor, 1960). Hence, there is a congruency for employees to tend to prefer previous management style that provides more flexibility and gave more empowerment to employees. Hence, this has resulted the resignation of entire Asean management team within six months after new senior managing director take over the position. Furthermore, APAC senior managing director has also implemented new business focus and goals to gain more market share. However, the focus are purely dependent on commercial and sales team neglecting other department’s which could contribute efforts to realizing the business goals. Hence, other department’s management doesn’t have a clear define goals and plan for their employees, thus employees are unclear of the organization direction and goals set for …show more content…
According to Bratton and Gold (2003), recruitment is a process that generate a group of capable workforce to fit the organizational needs. Hence, recruitment is part of HDS’s strategic human resource management to fill the innovation manpower gap. Reason being existing technical team are much more familiar with HDS storage skills and there are insufficient business case for them to acquire different technical skills. However, it is not easy to implement innovative culture to the technical team as there are no proper training and development plans to cultivate the mindset and skills. As mentioned by Alfred (1967), in order to fill manpower gap efficiently is to recruit the suitable candidate at the right timing. Additionally, in order for an organization to sustain competitive advantage among its competitors, one of the strategy is to recruit high quality workforce (Coff, 1997). Since HDS technical team doesn’t have the knowledge on other vendor’s products, it is also a good strategy to hire individuals from system integrator (SI)’s company or jointly hired an employee with SI to help HDS to solve technical queries on specific vendor’s product. This in turn helps the employee to develop more knowledge on HDS products whilst helping HDS to transfer knowledge to existing technical