Oneof the organizational outcomes is the ability to train theirworkforce. In-training is an aspect that allows the company to selectwell-trained personnel from within the company hence saving them thecost hiring staff from outside the organization. This justifies thecompany’s move to allocate money aside for training. The otherstrategic outcome is that of being a global leader. This status iswarranted by the fact that Siemens has branches in differentcountries which places it in a better position to conduct business ona world scale. This contributes significantly to the globalrecognition it has achieved. Employee motivation is one aspect thatevery organization has to embrace so as to be successful. Siemens hasincorporated activities that would aim at making their employeeshappy. Ethical treatment of workers will also motivate them to workharder and make them feel like part of the company (Dessler, 2015).
Toachieve the business goals, employees are also required to becompetent and behave appropriately. Employees should be able to learnnew skills that would improve their output. They must also have adetailed understanding of the processes used by the company to makeit efficient. They should embrace cultural diversity which wouldprovide a harmonious working environment. Lastly, they should havethe willingness to work for a global company and be ready toundertake any global missions that the company might offer them.
Thehuman resource management plays an important role to achieve thestrategic goals of any company. This is the reason Siemens hasformulated activities and policies aimed at assisting the HRdepartment to contribute effectively to achieving their objectives.These systems focus on compensation, global leadership, and trainingand employee selection. In the selection process, the HR should havethe capabilities of selecting the best employees who would deliver onthe assigned tasks. They should be in a position to offer qualitytraining to employees in a bid to achieve work from the employees.Being a global company, the HR should ensure employees work withachieving the global vision for the company. There should be awell-formulated strategy for compensating employees in case of anyeventualities (Lengnick-Hall et,al.,2011).
Theprimary goals pursued by any organization may be well representedusing a strategy map (Purce, 2014). Some components notable in theglobal map as for Siemens include world leader, good diversity,complex engineering process and employee selection, training andcompensation. Revenues and shareholder values are aspects to beconsidered with regards to the organization’s profit. The complexengineering process results contribute to the advanced hi-techproducts produced by Siemens. Devoted and diversified employeescontribute immensely towards the achievement of the strategic goalsof the company.
Dessler,G. (2015). HumanResource Management(14th ed.).
Purce,J. (2014). The impact of corporate strategy on human resourcemanagement. NewPerspectives on Human Resource Management (Routledge Revivals),67.
Lengnick-Hall,C. A., Beck, T. E., & Lengnick-Hall, M. L. (2011). Developing acapacity for organizational resilience through strategic humanresource management. HumanResource Management Review,21(3),243-255.