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COM344 Organizational Communication

tag 0 Download 4 Pages / 994 Words tag 15-07-2021


Consider that you are hired in Siemens AG who as development manager and responsible to share with the admiration staff development status, plans and do strategic advisory.

About Siemens AG

Siemens AG is a global electrical and electronics business with a turnover of nearly £60 billion. The company employs just under half a million people around the world. It is based in Munich, Germany. In the UK, Siemens has its headquarters in BRACKNELL, BERKSHIRE and has around 100 sites across the UK employing 20,000 people.

Siemens' products affect our lives in many ways. We can toast bread in a Siemens toaster powered by electricity generated and distributed by Siemens. Traffic lights are made by Siemens and people in hospitals have life-saving MRI scans using Siemens advanced medical imaging technology. Staff development is all about helping people to fulfil themselves at work. Development is concerned with encouraging employees to identify ways in which they want to improve their careers and other aspects of their working lives. For example, they may want to attend training courses, they may want to do more interesting work, or they may simply want to have a better work/life balance. organization is nothing without its people. As an employer of one of the world's most efficient and motivated workforces, Siemens is committed to its employees. Its half a million employees work in a broad range of roles. If people are properly managed, they will motivate themselves to do a good job. Siemens believes in the full engagement of people in the workplace.  Excellent people need to be managed in an excellent way. Siemens believes that engagement combines commitment and organizational citizenship. Engagement is another way of saying actively involved. All organizations need to have a sense of direction which is put into action through a plan. This plan is referred to as a business strategy. A key pillar of the Siemens' strategy, alongside performance and portfolio, operational excellence and corporate responsibility, is the way it manages, develops and motivates its employees. Siemens, people, like its technology and innovation, are a source of competitive advantage. To make the most of this advantage, Siemens makes sure that its employees work on developing the company's heritage of innovation. Siemens believes that there are many ways to make people feel valued and engaged. These range from a pat on the back, a personal letter or a special mention in a meeting, to a promotion or a higher salary.

Siemens wants all of its employees to be truly involved in the business and to feel part of its success. Employees therefore need to know how they fit into the business. With this in mind Siemens establishes clear expectations. targets for individuals are related to targets for the whole business. Everyone plays their part in achieving great results.

Siemens states that 'our business success depends on the performance of each individual, our teams and the total organization'.

A high performance team is one in which all members of the team work towards shared targets and have a sense of shared responsibility for the results the team achieves. As the team performance improves over time, the better the results.

People Excellence

People Excellence is the part of Siemens' global action plan concerned with human resource development. It consists of four main elements:

  1. achieving a high performance culture
  2. increasing the global talent pool
  3. strengthening expert careers
  4. Siemens' Leadership Excellence Program (SLE).

The high performance culture is the way of working at Siemens and it involves everyone. The global talent pool is made up of all Siemens' employees. Within Siemens everyone has the opportunity to develop their own specialisms and to acquire further expertise. The SLE provides the highest caliber leadership and management training.

People really matter. Organizational results stem from high performance. People only perform well when they operate in a culture which nurtures and supports them and helps them to work towards the achievement of their ambitions. Siemens' high performance culture provides the framework and support in which high performance people can show their commitment to a high performance organization.


1. Analyze the need for “on the job and off the job “continuous learning and professional development to drive sustainable business performance.

2. Demonstrate knowledge and understanding of how HPW like HARRODS contributes to employee engagement and competitive advantage within a specific organizational situation.

3. Bring the mission vision and core values of any company you wish then according to that determine appropriate and professional knowledge, skills and behaviors you think it is required by HR professionals in that company

4. According to the upper case Analyze a completed personal skills audit to identify appropriate knowledge, skills and behaviors, and develop a professional development plan for a Tax and Regulatory Manager or Accounting manager role or any managerial role you chose in details.

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