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1345 Words Nov 19th, 2012 6 Pages
Case Analysis: Executive and managerial planning for Bosch-Kazakhstan The founder of the Bosch Group, Robert Bosch , described an important value of the HR philosophy of the company:” It is my intention, apart from the alleviation of all kinds of suffering, to promote the moral, physical and intellectual development of the people” which is greatly integrated into the employee development in the Bosch. Based on the company international executive and managerial planning and country-specific situation, this article will plan and reason the number in a chart for the future eight-year executive and managerial planning in Kazakhstan. An action plan related to the managerial staffing target will be provided. The EMP of the Bosch …show more content…
As a result, in spite of the tough work condition in Kazakhstan, these international HR management policies facilitates not only on company business side but also on employees’ development side. Based on the policies and Kazakhstan specific situation, I develop an executive and managerial planning chart for future eight years.
Executive and Managerial Planning Kazakhstan | 2007-2010 | 2011-2014 | Comments | Staffing needs | low | middle | upper | low | middle | upper | | Headcount fluctuation | 34 | 11 | 0 | 4 | 0 | 0 | Further need because of growth | Backfill | 40 | 24 | 2 | 50 | 36 | 2 | Replacement because of expatriate return, retirement | Additional needs | 0 | 0 | 0 | 0 | 0 | 0 | | Total staffing needs | 74 | 35 | 2 | 54 | 36 | 2 | To simplify the case we left this point out | Staffing sources | 2007-2010 | 2011-2014 | Comments | Expatriates | 30 | 13 | 0 | 20 | 16 | 0 | | Local MDP members | 10 | 20 | 2 | 10 | 20 | 2 | | Programs(JUMP) | 20 | 0 | 0 | 20 | 0 | 0 | | External hires | 14 | 2 | 0 | 4 | 0 | 0 | | Staffing total | 74 | 35 | 2 | 54 | 36 | 2 | |

This chart is separated into two periods. The first four years from 2007 to 2010 which focus on the input stemming from growing business planning of the diesel division. The second four years from 2011 to 2014 is more stable and more succession planning. So you may see in the chart that

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