Ge's Talent Machine: the Making of a Ceo

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Human Resources Management General Electric Case study report 1. Introduction General Electric (GE) was founded 1878 by Thomas Edison. This American company is nowadays very well-known due to its multinationality, to its conglomeration of corporations and also to its excellent performance on the segments in which operates (infrastructure, capital finance and media). However, over the years this firm has also been outstanding when it comes to Human Resources (HR) practices having previously been referred to as a CEO factory. This report will be performed with the intent of studying the strategic talent management system of GE and what are the implications that it has on the overall performance of the company. 2. Pivotal…show more content…
He also changed the rules about the Crotonville course, which was now a privileged reward and also signal good future perspectives. Many other practices were implemented to promote communication between subordinates and superiors and to promote the development of employees, in order to lead to a better performance of the workers. One in particular, was the training rotation assignments; during this practice, employees had the opportunity to acquire and share different types of knowledge, going beyond their scope. This off course brought a huge advantage for GE since it would open the employees to new areas that might motivate them more, therefore helping the company not to waste resources. However, it can be argued that the firm made an error by looking for talent only within, i.e. only internally given that: organizational effectiveness can be enhanced by career movements across organizational boundaries. Nevertheless, this can also be seen as an advantage: by promoting only top leaders from its own ranks, the company is saving costs in introducing the employee to the company’s culture, customs and habits. 4. Different HR architectures within GE GE recognizes the importance of having different HR policies for different departments and

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