Burberry - Individual Report by Hr Director

In the whole process, the only party which is most affected are the workers of the Whyalla-based steel unit for no fault of theirs. The management walked away handing over the administration to Grant Thornton, the banks though will take a haircut on their lending’s, but they too will survive, however, the workers who have toiled hard for the company for decades will face the

Most of my personal experiences when HRP’s have come into contact with line managers have to do with addressing disciplinary issues. Within a law enforcement organization I used to work there was a great deal of independence given to the officers in the more rural settings. I was a line supervisor over five shift workers. Our shift were a total of 12 hours, I worked during the day shift and the employee in question worked on night shift. It was discovered that this employee was regularly showing up late and would go home while on duty. While asking more questions to those who knew the individual I learned that this behavior had been going on for sometime, but they were reluctant to speak out and cause trouble. In my efforts to resolve the

Opposition from Unions in different subsidiaries against the layoff could cause serious problems like high severance package and possible strikes

Employees have demanded for a unionization this issue had always raised concern and fear to Wilso who has his hands full managing employee’s affairs. In fact, Wilson belief that ‘’ It never ends up once employees contradict sets in”. Hence, Wilson knew there was still a calling for unionization, so he had concerns of any cost-cutting will turn the undercurrent to a landslide.

Hathaway Jones, a luxury goods retailer. In 2006, Hathaway Jones has $5 billion sales. However, it had fallen on hard times now. Four years ago, it recruited Fred Westen to be the CEO. With his rich working experience and aggressive personality, Fred helped bring the company’s margins closer to industry standard. Fred realized that the company’s image was getting old fast. Young people do not want the Hathaway Jones’ products, which are expensive designer clothes. Nevertheless, there is a big luxury goods market in China. The market was growing by 70% a year. Therefore, Fred wants a winning team to help him develop China market.

When Burberry brand became licensed across a range of categories, the price,design,and quality of products were not being looked at anymore. In Asia, wholesalers sold the products to unauthorized distributors, who then sold the products at prices, channels, and locations without respect to the brand image and because of that Burberry started to

Initially there was no labour union in company mentioned in the case. After it was created, the company did not keep a tab on the leader’s behavior and

Burberry is mostly sponsored by its shareholders. They have more than 10 shareholders. The primary (major) shareholders of Burberry are American Trust Allegiance, Riverbridge Growth Institutional, Comerica Foreign Equity CIT-Class A, Pear Tree Quality Ordinary.

The chosen company is Onward Kashiyama Singapore is the subsidiaries of Onward Kashiyama Japan, they open their second subsidiaries in US and third subsidiaries in Hongkong. Onward Kashiyama is also the retail company that handles Charles and Keith Japan. They have resort, hotel and factory. They primary business activities is branding, retailing and producing goods, which is clothing line for unisex. The onward Kashiyama Singapore is holding the clothing line brand of Rosebullet, J press, Dip Drops, ICb, and anySiS. The reason to write this is because of the experience that having to handle the human resources department while working with Onward Kashiyama Singapore given the information of good strategy for Human Resources that can be applied to the company. The company starts on 2004 as SMe company in Shaw

Her transformation of Burberry had become a text book example of how to transform a business that other luxury brands are sometimes said to be “doing a Burberry” (Financial Times 2004). In 2005 Angela Ahrendts, replaced Bravo as Chief Executive who made changes to Burberry product line by making checks more stable and by focusing more on higher-margin products like handbags and perfumes (Friedman 2011).

A large number of international companies started establishing their business in China due to its attraction as a low-cost production base and the growing importance of the Chinese domestic market to the world economy, and its attraction as a low-cost production base. China gradually opened its consumer market of over 1.3 billion people to the rest of the world since 1990s. It is true that China represents a huge market for international that where these opportunities lie and how to access them, as it can be extremely challenging (Hexter and Woetzel, 2007). There are many retail firms such as Procter & Gamble, Unilever, Metro, Tesco, Walmart, and Carrefour which are trying to grasp those opportunities. According to a China annual business climate survey, 2016 (American Chamber of Commerce in People’s Republic of China), 71% of the member firms stated that their businesses was running profitable. Report by Kearney (2013), lists China as the topmost desirable developing retail market in the world and predicted that in coming years it will also be the largest world market for luxury goods. Despite the the rapidly growing economy of China many international companies are struggling for success such as Tesco, Walmart, best Buy, Groupon, google and many more (Hingley et.al, 2008).

Von (Von Glinow & Teagarden, 1988) proposed the transfer of western HRM to the joint ventures active in China. The compensation structure reforms (Shenkar & Chow, 1989) and reforms related to the education system especially management and training were assessed (Warner, 1986; Borgonjon & Vanhonacker, 1994) when the reforms were taking place; and how the policies of Chinese state planning impacted the overall staffing practices was assessed by Holton (Holton 1990). Many scholars were forecasting and depicting regarding the future of HRM as what will

The company’s success in the last five years has shown a large growth in the ready-to-wear (RTW) product line. As stated in the case, “While revenues have been growing rapidly, 2007 showed a 27 percent growth compared to 2006 and 2008 grew by a staggering 49 per cent compared to the previous year. “Operating expenses also decreased during the same time period.” (Kayyal & Shuayto, 2012) The company is on the right track and looking to expand and maintain their momentum. On the other hand, management has been struggling with factors such as, which partners they should go into business with and what new markets they should penetrate to create the maximal level of growth. In this analysis, I will analyze the current position of the company both analytically and quantitatively. I will use this knowledge to make the most logical decision for the future of this company.

Regardless of their industry, size, or location, companies today face five critical business challenges. Collectively, tbese challenges require organizations to build new capabilities. Who is currently responsible for developing tbose capabilities? Everyone-and no one. That vacuum is HR's opportunity to play a leadership role in enabling organizations to meet tbe following competitive challenges: Globalization. Gone are the days wben companies created products at home and shipped them abroad "as is." Witb tbe rapid expansion of global markets, managers are struggling to balance tbe paradoxical demand to think globally and act locally. Tbat imperative requires them to move people, ideas, products, and information around tbe world to meet

This report will show the ideas from a real manager who charging the Human Resources department in a company. I interviewed a manger, Sheng Deng, as an HR manager who works in China. The company he works in named Xi 'an Qinhua Natural Gas Limited Co. and he has been worked for this position for 10 years. Actually, he is my father’s best friends and we use the Facetime to finished this interview.