In higher developing countries like China, customers are facing late deliveries and bad services because of the dealers. Apart from few verified dealers, majority of others are inefficient and incapable of proper servicing. As a result, high end customers often get distraught due to these lazy and inefficient deals. Considering the current issues in China as the foundation, the case study will evaluate the establishment and milestones achieved by Benz in China. Then the case will move on to describe the incidences which led to the overall decrease of sales performance in China (Barchan, 1999). The evaluation of experiences and evidences and analysis of the case will lead to various future strategies. These strategies as well as those selected for the long term growth and development of the automobile company will also be discussed. Behind the Scenes: The Firm Mercedes-Benz is a German brand known for its high quality motor vehicles for business and private customers. Their era started in the year 1886 when Karl Benz created the first petrol-powered car. Right now Mercedes-Benz is an international company with factories all around the globe and employs more than 100 000 people. The company is also involved in providing associated primary services. It is currently headquartered in Stuttgart, Germany. The company is famous for its sports and lifestyles vehicles. The organization provides a supportive work environment for its employees. In order to ensure that, employees consider the brand as best place to work, the company engages in various developmental programmes, performance appraisals, insurance and health care benefits programmes, outdoor activities tec. Being in automotive sector, the overall organizational structure of Benz is complex. A separate team handles every region around the globe. Constant communication is required between the marketing and production team. Thus, overall structure of the organization can be considered as lateral and open. Section 2 The Story The year 2012 proved to be bad year for Mercedes Benz. The German carmaker slipped from numero uno to further to third position in the luxury car segment. The performance in China had deteriorated further. In spite of the sharp increase in sales of luxury cars, Benz posted a meagre growth of 4 percent. Further research into the matter exposed two critical factors. First was the poor quality of the cars. After complaints from consumers regarding faulty vehicle parts and hazardous interior materials, the company had to recall many of its vehicles. Another issue which came into light was low quality of customer service. This was evident from the huge number of customer complaints posted over internet in the past two years. The after sales service of the German car maker did not meet its expected brand image. Customer complaints were also found in case of imported Benz cars and the poor quality of the C and E class Benz cars. As a result, the overall rating of Mercedes-Benz in customer service fell way beyond industry average. This was more so in case of China, where it fell below local Chinese brands such as Geely, Roewe and Chery. As the company failed to
Human Resources Management and number: Date submitted: Contents Contents 2 Section 1 3 Introduction 3 Behind the Scenes: The Firm 3 Section 2 4 The Story 4 Section 3 4 The three theories 4 Section 4 6 Problem Statement and Literature Support 6 Alternatives/Solution Strategy 8 Conclusion 8 References 10 Section 1 Introduction The attraction of the case study comes from the recent issues arising in quality of the produced vehicles…
Besides this, the span of this paper also covers the effects of organizational restructuring on healthcare organizations. Besides this, whether downsizing is the only solution to minimize costs for an organization is also discussed along with its positive and negative ramifications on businesses’ costs and revenues.
After going through the case study reader might think that the company intentionally set high performance rating system in order to save appraisal cost. This situation triggered confusion among employees about existing performance appraisal system. Low motivation and distrust among employees about the company resulted high attrition rate for consecutive three years.
As shown in the case, a polite way is advocated when dealing with personal matters such as cleanliness so as to avoid insulting the person involved. It is not advisable to confront the person involved since this can be a source of conflicts in the organization.
Keeping this in mind, several questions have been raised by the human resource manager at of Wordsmiths. A thorough study of Mainly Books has raised several issues with this outlet and possible solutions to resolve them post acquisition by Wordsmiths. Legislations to consider prior to making workers redundant One of the main issues is the problem of overstaffing and under producing outlet.
The company tries to avoid layoffs during slow times as much as possible in order to retain staff loyalty. MPS offers excellent benefits including profit sharing, pensions, and a share-options scheme. (Beardwell and Holden, 2001, p.742.) Employees have the opportunity to get their bonuses in the form of company shares after having been employed with MPS for more than two years.
In 1992 a medical engineering company acquired the UK subsidiary .The Swedish subsidiary was set up in 1994 employing 300 staffs. In 1997 a new plant was set up in France employs 250 staffs.
The Appar8us has good approach towards International Human Resources Management., The Director of Human Resources , Jane Ford believe that IHRM is able to complement the new business strategy and is also possible to solve the problem in the overseas subsidiaries.
The above dimensions are to be necessarily considered if the termination has to have logical basis. Employees are hired specifically to produce value either internally or to external customers. While producing value either internally or externally the employee also has to confirm to the accepted workplace behavior - or the soft aspect of the work personality.
Zimpfer was 52 years old and, therefore, was under the protection of ADEA and should have been employed instead of the 33 years old Brad. The act requires an individual to perform his or her job satisfactorily, and Zimpfer was an employee for over
The CEO of the firm wants to reduce its staff in order to get rid of employees that are not capable of adapting to the fast pace business environment of today. The firm also wants to eliminate redundancies in order to lower labor costs. The plan is being rushed by the CEO of
On the other hand the external factors that are facing the university and impacting negatively on its performance are the union unrest and stoppages, economic down turn, completion from the other universities and the legal predicaments raised concerning the foreign
2 pages (500 words)Case Study
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