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Ge Case Solution

In: Business and Management

Submitted By Akeshkh
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GE’s Talent Machine
Case Submission

AKESH KHANDELWAL (159278005)
BOOPATHI RAJA P R (159278021)
CHANDRAKANT KHETAN (159278022)
JAYESH PARDESHI (159278053)
SANDEEP PATTANAIK (159278084)

Q1: Do HRM SWOT?
Answer:
HRM SWOT Analysis

Strength

Weakeness

•Promoted its top leaders from its own rank
•Meritocracy-based practices
•Emphasis on education (on/off-the-job training) at all levels
•Decentralization of authority and responsibility
•Ease of switching division/business, location
•Good mentoring programs
•Can attract good talent because of good brand name •Vitality Curve forced performance classification, which may not always give the true picture
•Depandency on talent from America
•Strongly performance-driven appraisal system
•Strong sacking policy for under performers
•Less weightage given to experience and position for appraisal and promotion
•In more hierarchial business cultures, like India, it is difficult to attract & retian managers

Opportunity

Threat

•Aggressive international approach for recruiting
•Better candidates could be hired for top positions if GE were open to hiring from external sources (just not focus on internal progression)
•Have more external talent acquisition engagements to attract industry experts rather than shifting people from within to leadership roles from different verticals.

•Initially, post MBA the top talent preferred to go to Wall Street
•People with ambition to become chairman/CEO in their early days, left the organisation
•Strict people management system with low flexibility •Competitors opffering leadershiop positions to
GE "Highly Valued 70%" employees

Q2: a) What kind of people have helped GE to manage and run the business and meet business goals?
Answer:
GE always promoted its top leaders from its own ranks. The company’s executive development practices
were…...

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