Human Resource Management
1) How did Jack Welch lead the team? ~WELCH WAY~
“Lead More, Manage Less”
- Lead
- Manage less
- Articulate Your Vision
- Simply
- Get less formal
- Energise Others
- Face Reality
- See change as an opportunity
- Get Good Ideas from Everywhere
- Follow Up
· “Build A Winning Organisation”
- Get Rid of Bureaucracy
- Eliminate Boundaries
- Put Values First
- Cultivate Leaders
- Create a Learning Culture
· “Harness Your People For Competitive Advantage”
- Involve Everyone
- Make Everybody a Team Player
- Stretch
- Instill confidence
- Have fun
· “Build the Market-Leading Company”
- Be Number 1 or Number 2
- Live quality
- Constantly focus on innovation
- Live speed
- Behave like a small company
2) How did he recruit the team?
4-E (Welch looks for the 4-E’s when hiring, then finally passion).
1. Positive energy - Does the person go, go and go some more. Do they thrive on action and relish change? Do they start the day with enthusiasm and usually end it that way.
2. Ability to energise others – positive energy is the ability to get other people revved up. People who energize can inspire their team to take on the impossible – and enjoy the hell out of doing it. Doing so takes a strong knowledge about your business and strong persuasion skills.
3. Edge – the ability to make yes or no decisions.
4. Execute – the ability to get the job done.
Passion – people who are passionate about work also tend to be passionate about other things in their life.
3) How did he motivate the team?
Jack Welch once said: "No company, large or small, can succeed over the long run without energized employees who believe in the mission and understand how to achieve it." Three key words in this quotation hold the secret to motivating employees: "energized," "believe," and "understand.
"Lessons of Motivation from Jack Welch
Tell people to never allow themselves to become victims. ... They should go somewhere else if that's how they feel.
Constantly refine your gene pool ... by promoting your best performers and weeding out your worst. Grade on a curve. ... If I get 10 people, one is a star and one won't cut it. Instead of giving people specific operating goals, challenge them to give you every growth idea they've got.
you can't just reward people with trophies. Reward them in the wallet, too.
4) How did he communicate with the team or how did he manage his employees?
- Jack Welch advocates frequent, candid performance reviews. Four times a year at GE, Welch gave each of his direct reports an honest appraisal. He told each of them what he liked about their work and what they could do to improve.
- Hire generous leaders. When Welch assesses a leader, he looks for people who want to see others succeed.
- Explain the rationale for your decisions. If you want your employees or your board to stand behind your decisions, you need to explain your rationale.
- Critique yourself honestly. Leaders at the top of the food chain are rarely evaluated, so Welch says that critique has to come from within.
- Give employees a reason to choose you. When you aim to inspire company loyalty, you are essentially courting your employees. You need to paint a picture of how their future will be better if they stay with you.
Engaging employees: Using internal communications to drive success
Communicate to promote, engage
At GE, we realise that internal communication is as important as our communication with the world around us. To emphasise this, we’ve structured our employee communication plans with some specific goals in mind. The first is to –
Ø Promote the cultural concepts of our company; to simply and effectively tell the stories of our citizenship and philanthropic efforts, as well as our internal development initiatives.
Ø Encourage employee engagement. This is achieved through a variety of methods; by developing affinity connections among employees, creating a sense of fulfilment for employees by helping them understand their impact on the company’s success and reinforcing the GE brand.
Ø GE has also learned the benefits of communicating by promoting fun with a purpose — bringing together employees for a common cause and having fun while doing so. For example, in order to energise employees around our Eco imagination campaign — designed to demonstrate GE’s commitment to sustainability and economic growth.
“Lead More, Manage Less”
- Lead
- Manage less
- Articulate Your Vision
- Simply
- Get less formal
- Energise Others
- Face Reality
- See change as an opportunity
- Get Good Ideas from Everywhere
- Follow Up
· “Build A Winning Organisation”
- Get Rid of Bureaucracy
- Eliminate Boundaries
- Put Values First
- Cultivate Leaders
- Create a Learning Culture
· “Harness Your People For Competitive Advantage”
- Involve Everyone
- Make Everybody a Team Player
- Stretch
- Instill confidence
- Have fun
· “Build the Market-Leading Company”
- Be Number 1 or Number 2
- Live quality
- Constantly focus on innovation
- Live speed
- Behave like a small company
2) How did he recruit the team?
4-E (Welch looks for the 4-E’s when hiring, then finally passion).
1. Positive energy - Does the person go, go and go some more. Do they thrive on action and relish change? Do they start the day with enthusiasm and usually end it that way.
2. Ability to energise others – positive energy is the ability to get other people revved up. People who energize can inspire their team to take on the impossible – and enjoy the hell out of doing it. Doing so takes a strong knowledge about your business and strong persuasion skills.
3. Edge – the ability to make yes or no decisions.
4. Execute – the ability to get the job done.
Passion – people who are passionate about work also tend to be passionate about other things in their life.
3) How did he motivate the team?
Jack Welch once said: "No company, large or small, can succeed over the long run without energized employees who believe in the mission and understand how to achieve it." Three key words in this quotation hold the secret to motivating employees: "energized," "believe," and "understand.
"Lessons of Motivation from Jack Welch
Tell people to never allow themselves to become victims. ... They should go somewhere else if that's how they feel.
Constantly refine your gene pool ... by promoting your best performers and weeding out your worst. Grade on a curve. ... If I get 10 people, one is a star and one won't cut it. Instead of giving people specific operating goals, challenge them to give you every growth idea they've got.
you can't just reward people with trophies. Reward them in the wallet, too.
4) How did he communicate with the team or how did he manage his employees?
- Jack Welch advocates frequent, candid performance reviews. Four times a year at GE, Welch gave each of his direct reports an honest appraisal. He told each of them what he liked about their work and what they could do to improve.
- Hire generous leaders. When Welch assesses a leader, he looks for people who want to see others succeed.
- Explain the rationale for your decisions. If you want your employees or your board to stand behind your decisions, you need to explain your rationale.
- Critique yourself honestly. Leaders at the top of the food chain are rarely evaluated, so Welch says that critique has to come from within.
- Give employees a reason to choose you. When you aim to inspire company loyalty, you are essentially courting your employees. You need to paint a picture of how their future will be better if they stay with you.
Engaging employees: Using internal communications to drive success
Communicate to promote, engage
At GE, we realise that internal communication is as important as our communication with the world around us. To emphasise this, we’ve structured our employee communication plans with some specific goals in mind. The first is to –
Ø Promote the cultural concepts of our company; to simply and effectively tell the stories of our citizenship and philanthropic efforts, as well as our internal development initiatives.
Ø Encourage employee engagement. This is achieved through a variety of methods; by developing affinity connections among employees, creating a sense of fulfilment for employees by helping them understand their impact on the company’s success and reinforcing the GE brand.
Ø GE has also learned the benefits of communicating by promoting fun with a purpose — bringing together employees for a common cause and having fun while doing so. For example, in order to energise employees around our Eco imagination campaign — designed to demonstrate GE’s commitment to sustainability and economic growth.
~ In my opinion, the human resource management is one of the best. Where higher and fire concept, where the best with merit performances is ultimatum. ~