             |
||||
 BMGMNT6 Students Formulating Long Term Objectives and Grand Strategies Read the following and perform the required activities Beating Dell: Why Hewlett Packard Wanted to Acquire Compaq  On September 4, 2001, Hewlett Packard's CEO, Carly Fiorina, shocked the business world by announcing that rival computer maker Compaq had agreed to be acquired by HP. The acquisition announcement came at the end of a year in which slumping demand and strong competition from Dell Computer had buffeted both companies. The merged company would have annual revenues of about $87.4 billion, putting it in the same league as IBM, from a range of products that span printers, personal computers, servers, storage, and information technology services. With the exception of printers, where HP is the clear market leader, there was significant product overlap between HP and Compaq. To justify the acquisition, Fiorina claimed that it would yield a number of benefits. First, there would be significant cost savings. Some $2.5 billion a year would be taken out of annual expenses by eliminating redundant administrative functions and cutting 15,000 employees. By combining the personal computer businesses of HP and Compaq, Fiorina argued that the new HP would leapfrog Dell to seize the number one position in the PC business with a 21% share fo the market. The expanded volume would enable HP to capture significant scale economies and thus compete more efficiently with Dell. The same would be true in the computer server and storage businesses, areas where Dell was gaining share. Here too the new HP would take the number one spot, with a 27% share of the market in servers and a 26% of the market in storage systems. Critics, however, were quick to point out that Dell's competitive advantage was based on its direct selling model and the efficient management of its supply chain, areas where both HP and Compaq lagged Dell. Economies of scale are all very well, they argued, but unless the new HP could sell computers and servers the way Dell does and manages its supply chain efficiently, the new HP might just give Dell a bigger target to aim at.In addition to the cost advantages of the merger, Fiorina argued that the acquisition would give the new HP a critical mass in the service area, where it lagged leaders IBM and EDS significantly. By being able to offer customers a total solution to their information technology needs, both hardware and services, Fiorina argued that HP could gain back market share among corporate customers from commodity box providers such as Dell and reap the benefits associated with the higher margin service business. Here too, though, critics were quick to perceive flaws. They argued that HP would still be a minnow in the information technology services area, with under 3% of the market share, well behind IBM and EDS. Moreover, they noted, Dell's success suggested that building a service business was not necessarily consistent with maximizing profitability. The proposed acquisition turned into a long-running corporate saga when Walter Hewlett, son of one of the company's founders and an HP board member, came out and publicly opposed the deal, stating that it lacked strategic rationale. A proxy battle between backers of Fiorina and Hewlett ensued. A shareholder vote on March 20, 2002, gave Fiorina's plan a slim majority and in May 2002 the merger was formally completed. Meanwhile, Dell continued to gain share in the critical PC, server, and storage areas. What are the competitive advantages of Dell and HP? Research on the current market share of Dell and HP. (use short bond paper for your output) Click here for your notes
BMGMNT2 Students Performance Appraisal  Performance Appraisal may be defined as the HRM activity or function by which through observation, the individual worker's efficiency is appraised during a given period on the basis of a systematic uniform performance standard. It helps in identifying, collecting, sharing, and using information about performance of people at work. Objectives: 1. Provide information upon which promotion, transfer, demotion, lay off, discharge, and salary decisions can be made 2. Provide an opportunity for the supervisor and his subordinates to review and identify the subordinates' strengths and weaknesses or work-related behavior. This in turn lets both of them develop a plan for correcting any deficiencies the appraisal might have unearthed and reinforce the things the subordinate does right. 3. Basis in identifying the training needs of employees. 4. Help in the firm's career planning process because it provides a good opportunity to review the person's career plans in the light of his or her exhibited strengths and weaknesses. 5. For easy monitoring and supervision. For additional notes on performance appraisal, click here You may also click here for more on performance appraisal Activity Download 4 sample performance evaluation forms. Print on short bond paper.
For BMGMNT5 Students Read the Anti-Dumping Act of 1999 and the Countervailing Act of 1999. Compare and contrast the provisions of both laws. Use short bond paper for your output. Click here for Republic Act No. 8751 Click here for Republic Act No. 8752
BMGMNT2 Students Read the following text and do the required activity. SELECTION  Selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment. The selection process is performed under legal and environmental constraints to protect the future interests of the organization and the individual.click here for additional notes on selection. Activity Download an article from the internet (print on a short bond paper) about an issue regarding discrimination in the selection process.
BMGMNT2 Students RECRUITMENT Read the following and do the required activity  Recruitment refers to the process of attracting potential job applicants. It is the process of "calling" professional and technically trained people to fill positions in the organization, or where there is a shortage of qualified applicants.click here for additional recruitment notes. Activity: Cut 5 recruitment ads from newspapers (2006 issues only)and discuss 1 strong point and 1 weak point of each ad. Use short bond paper for your output.
For BMGMNT2 Students Read the following and answer the questions below (write you answers in your notebook).  Job Design refers to the way that a set of tasks, or an entire job is organized. It helps to determine: what tasks are done, how the tasks are done, how many tasks are done and in what order they are done. In short, it is the specification of the content, methods and relationship of jobs to satisfy technological and organizational requirements as well and personal needs of employees.click here to see important terms related to job design click here for additional notes on job design Activity Discuss the Conceptual Model of Job Design and Job Performance
|
- college instructor   
 
EARN EXTRA!      
Find more freelance jobs
University of Baguio Friendster eMP3.com My Space Tristan Cafe 43 Things all business yellow pages Philippine Stock Exchange Department of Trade and Industry investopedia SME.COM TQM Chan-Robles Inquirer Online pugad baboy comics
October 2005 November 2005 December 2005 January 2006 February 2006 March 2006 April 2006 May 2006 July 2006 September 2006 October 2006 May 2007 June 2007 April 2008 September 2008 October 2009 November 2009 December 2009 January 2010 February 2010 March 2010 July 2010 August 2010 September 2010 October 2010 April 2011 May 2011 August 2011 October 2012
Black $ White Movement Black Friday Protest Jessica Zafra Wazzup Wazzup Pinoy Teachers Network Filipino Librarian karlo LainRaine theo moi amia cnbgirl coleen dgboy ed larga loveseeker shawty sunflowergie anhtuan suncatcher chris ayie gigi rosey marco eric Rachel yosibreak major tom a gelay log desarapen tales desert pinoy vice mayor alvin fernandez Captain Nicanor Faeldon's Site Who links to me?
| |||
