Siemens Builds a Strategy-Oriented Hr System
SIEMENS BUILDS A STRATEGY-ORIENTATED HR SYSTEM
1) Based on the information in this case, provide examples for Siemens of at least four strategically required organizational outcomes, and four required workforce competencies and behaviors.
• Organizational outcomes are the results that follow from a preceding set of events and activities. In the application case, Siemens wants the following results, among others:
A) Develop high-tech products and services, which also have to be very innovative and valuable
B) Be a “learning company”, which means that employees have to be able to learn on a continuing basis
C) A culture of team work to take advantage of all the potential of the employees
D) Mutual respect and social roles in the employees to help creating a climate of transparency, fairness and diversity
• Workforce competencies and behaviors the company needs to achieve its strategic aims:
A) Diversified workforce and cross-cultural experience to cope with globalization
B) Teamwork skills
C) Learning environment so the employees are open to learn new things on a daily basis
D) Respect, openness and social skills

2) Identify at least four strategically relevant HR policies and activities that Siemens has instituted in order to help human resource management contribute to achieving Siemens’ strategic goals.
A) Training and development activities to help employees learn on a continuing basis. It consists on a system of combined classroom and hands-on apprenticeship training.
B) Development through education to improve the necessary skills for global teamwork and to help employees feel they’re part of the corporate identity
C) Internal selection process focused on cross-border and cross-cultural experiences and other pre-requisites
D) HR activities aimed at building openness, transparency, and fairness.

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