Ge Talent

Reorganization of his predecessor (Reg Jones) CEO of the year (3 times), CEO of the decade (1979)… Recession of US economy (1981): High interest and unemployment rate(s), strong currency Strong

When it comes to articulating one company that has been excellent in aligning human capital with strategy is GE. T-Mobile can find an excellent example of GE’s six principles identified as the key to their success. These include: Aligning recruiting efforts with strategy; making sure the company’s talent management practices fit with each other; making deliberate effort to embed corporate culture into talent management processes such as hiring methods and leadership development; getting involvement by managers at all levels, including the CEO; Figuring out the best balance of the company’s global and local needs; and Finding ways to differentiate the company from its competitors (Brokaw, 2012). According to CEO Jeffrey Immelt, the company’s talent management system is its most powerful implementation too.

Competitive advantage exists when a firm has strategy, product or an attribute that makes the firm capable of delivering similar benefit to that of competitors at a cheaper cost. Having competitive advantage is not enough the company should be capable of sustaining that particular competitive advantage for a longer period of time.

Analyzing GE’s corporate-level strategy from 2001 – present with Jeff Immelt as CEO, GE focuses on the growth and development platforms. Technology is the key driving force for GE’s future and growth. Advancements in industries such as energy, health and aviation fueled demand for cleaner and more efficient energy production. GE identified new markets with potential high-growth that offered attractive returns through strategic mergers and acquisitions. As CEO, Jeff Immelt established a process for identifying projects that offered attractive growth potential which were then nurtured and treated as special projects or initiatives that were not subject to strict budget constraints. Immelt introduced GE’s three strategic imperatives as: (1) sustaining its strong business model, (2) strengthening the business portfolio, and (3) driving its growth initiatives. www.ge.com

Q : 2 Is Immelt betting on the right things to drive growth in GE ? Can he hope to change a company whose growth was driven by acquisitions and productivity improvement into an organic growth company dependent on innovation, entrepreneurship and risk taking particularly in such a large complex performance driven corporation?

4. Until 2003, HMI offered lifelong employment. How did this practice affect the company’s ability to staff the organization with managers and employees capable of executing the strategy? How did this practice build the organizational capabilities required for successful strategy execution?

Executives who left General Electric, widely considered to be an incubator of superior management talent, were less likely to succeed outside the company if they took jobs at places that were unlike GE, according to a 2006 study from researchers at Harvard Business School.

Also; Citigroup, Inc. another competitor for the GE Company made a total of $64.95 billion in 2011, and when we compare it with GE and SI its earnings where even less in the same year, making General Electric a leader in the industry. With this valuable information GE management can analyze its competitor’s financial statements results and from there they can evaluate their faults and create new ways to increase their annuals earnings and secure their place as one of leading companies in their industry. Another way GE can go forward in the industry is by adapting its services and products to other countries that need them.

GE has to examine what strategy the firm is going to follow. Will the firm’s

3. Discuss the four human resource strategies (internal/cost, external cost, internal/differentiation, and external/differentiation) that may be implemented within an organization.

2. How can BTG improve on the weaknesses you identified in question 1, and what can it do to maintain the strengths? In which ways is BTG not prepared to meet its plans to increase staff? Explain

Analysis - GE has likely been so successful over the years because of its ability to foresee major trends and capitalize upon them. In the 1960s, for instance, GE was one of the eight major computer companies. Even recently, since 1986, GE has continued to acquire several organizations; portions of NBC, wind manufacturing, universe pictures, aerospace industries, international firms, software and hardware manufacturing, even oil companies abroad. The company culture describes itself as not one company, but many each unit a vast and complex enterprise in and of itself, with a corporate

In the energy industry a crisis is on the horizon. The increase in demand for electricity and natural gas, the aging workforce and demographics, all play a role in the increased need to have talented and skilled employees. There is a talent crisis and it is becoming increasingly difficult to obtain and maintain talented people. Even with a turbulent economy, today’s energy industry economics still remains driven with new technologies from wind and solar. Organizations are now recognizing the importance and the value in attracting and retaining the best and brightest employees. Energy companies in particular are

Jack Welch’s vision of what GE was possible of gave the company a vision for twenty years while he was the CEO and chairman. He states, “leaders make sure people not only see the vision, they live and breathe it.” (Winning, pg 67) He not only allowed for employees to stretch, but demanded it. In teaching workers to stretch Welch knew that workers “may fail. In fact, they probably will fail. But stretching, and stretching the business, is going to improve performance results.” (Jack Welch on Leadership, pg 105) He also states that “only by setting the performance bar high did it become possible to discover people’s capabilities.” Jack Welch’s emphasis on candor and breaking the bureaucracy of modern business separated him from his contemporaries. He excited others of the possibility of being the biggest and best company in the world and rewarding his best employees that shared the values of GE. According to FORTUNE Editorial Director Geoffrey Colvin In "The Ultimate Manager, Welch leads the annals of management history not for anticipating the new world's changes ahead, but for acting on them: "His great achievement is that having seen it, he faced up to the huge, painful changes it demanded, and made them faster and more emphatically than anyone else in business. He led managers into this new world, which we still inhabit, and just as important, he showed business

*  A competitive advantage is one that distinguishes a firm or a business from the competitors in the minds of the customers. It also refers to the state or ​condition that make a ​business more ​successful than the ​businesses it is ​competing with, or a particular thing that makes it more ​successful such as having a higher sales through offering low or affordable goods and services.