Colgate-PalmoliveHistory: • William Colgate founded the Colgate Company in 1806 as a starch, soap and candle business in New York City • For the first 100 years business was held only in US • In the early 1900’s aggressive expansion program that led to the establishment of Colgate operations in countries throughout Europe, Latin America and the Far East • In more recent years it set up operations in Turkey, Pakistan, Saudi Arabia, Eastern Europe and China • Bought the Ora Pharm. Company of Australia and the dental therapeutics business of Scherer Laboratories USA in 1990 Company: - Selling in more than 200 countries - 5 main sectors of business: Oral Care, Body Care, Household Surface Care, Fabric care and Pet Nutrition, Health Care - World leader in toothpaste - Heavy investment in research and technology developed many successful toothpastes, rinses and toothbrushes Keys to success: - Strong dental education programme in schools throughout the world - Close partnership with international dental community - Created a web site for dental professionals - Great progress in the use of recyclable bottles and packaging materials Procter & Gamble History: • William Procter and James Gamble formed their partnership in 1837 • To raise capital for expansion, the partners set up a corporate structure in 1890 • 1995 creation of individual operating divisions to better manage their growing line of products • John E. Pepper leaded the company since 1995 Company: • 1995 company expand to 4 regions: North America, Latin America, Asia and Europe/Middle East/Africa • 1879 Ivory soap • 1946 Tide, strategy of the rapid growth into new product line as well as new markets around the world • Commitment to innovation in technology helps Tide to remain their single largest brand over the years • 1961 product that has the greatest impact = Pampers • Aggressive expansion policy led to 10$ billion in 1980 • 1998 37$ billions 13.Иерархическая структура компании, отделы, их основные функции. Most companies are made up of three groups of people: the shareholders (who provide the capital), the management and the workforce. Board of directors -> managing director -> senior management -> middle management.
Board of Directors: • is at the top of the company hierarchy • headed by the Chairperson or President (elected by the Board and responsible for key policy decisions and the strategy) Managing Director or Chief Executive Officer (CEO): • appointed by the BoD • has overall responsibility for the running of the business Senior managers: • head the various department or functions within the company.
Departments: Personnel (Human Resources): • manages employee affairs • finds and screens new employees, keep employee records and run training, recreation and education programmes, • manages employee benefits (or fringe benefits) such as medical coverage, life insurance, profit sharing plans and pension plans. • reduce the number of employees • responsible for personnel, training and management development • review salaries throughout the organisation
Information Technology (IT): • play essential role in today’s changing work environment • ensure that all systems are working properly • develop new application (computer programmes) • make it easier to exchange and share information • gets and transmits timely information about business inside and outside the company
Purchasing: • filling out (purchase) orders, approving bills from suppliers on vendors and looking for the best deals on minor items • specializing in basic materials, parts design or business systems • key buying influence
Manufacturing/ Production: - Raw materials and parts receiving - plant engineering, production, production scheduling, - quality control or quality assurance and shipping. - The place where manufacturing takes place is usually called the production line.
Accounting (US) / Accountancy (UK)/ Finance: • keep track of all companies financial dealings • take care of corporate finance and accounting • product a report showing how the company is doing (company performance) • set the company annual budget
R&D (Research and Development): - constantly look for new ideas - experiment with new products - work on new product development - involved in development new products or modifying existing products - meet customer demands - provide drawing, a part list and assembly instructions - look for new ideas and develop new techniques Transportation (Logistics): • manages the movements of raw material and parts into the company and finished products to the customers in domestic and foreign market
Marketing: • devise strategies • decide what types of consumers the company wants to reach • decide in which regions the lates product will be the most successful • provide forecasts
Sales: • pursues sales objectives • make good contacts in the market place and good working relations with the other departments • work in the field (mostly)
PR (Public Relations): • communicating with the press on the behalf of the company • creating and supporting an attractive image of the company of the marketing
14. Резюме. Сопроводительное письмо (структура, содержание). Curriculum vitae – key information about individual’s educational background, previous work experience, skills and personal qualities.
CV: • no longer than 1 page • perfect lay out • contain 6-9 parts • personal data (not necessary to write age or marriage status) • academic background • experience (work; job; professional) • skills (computer, language, driving license) • activities • references (arrange with people before including them to the CV, ask to provide recommendations)
Covering letter may be attached to create a good impression (so that the recruiter will want to read CV): • briefly: where you heard about the job and why you fit it • confirm your wish to apply • information you learned about the job • formal tone of the text • no mistakes • concise and precise • why you are interested in the position • possible contribution to the job (highlight relevant skills) • indicate willingness to attend interview 15. Современные технологии подбора персонала. Типичные ошибки на интервью. When a company wants and needs to recruit or employ new people, it may decide to advertise the job position in the appointments section of a newspaper. People who are interested can then apply for the job by sending in a letter of application (or covering letter) and curriculum vitae containing details of their education and professional experience, personal details (sex, age…), kills, activities, hobby, personal traits, qualities, recommendations. A company may also ask candidates to complete a standard application form. The company’s human resources department will then select the most suitable applications and prepare a short list of candidates or applicants, who are invited to attend an interview. Another way to hire is by using the services of a recruiting agency that will provide them with a list of suitable candidates. They promote position as a product. Useful if you want to hire a foreigner. Consolidation (companies grow on size) and globalization (penetrate to a foreign market) in every industry.
Recruitment: • advertising the position in a newspaper (appointments section) • people apply for the job • send in a letter of application (covering letter) and CV (details of their education and experience) • company may also ask candidates to complete application form • HR department selects most suitable applications and prepares short list of candidates • invites applicants to attend an interview
Alternative: services of a recruitment agency (US search firm) – provides company with a list of suitable candidates; may act as a consultant or organize testing and simulations to evaluate the candidates' skills.
A number of companies are not satisfied with traditional job interviews. When the candidate could gain the post only with a good prepared answers and representative look. Now employers want to evaluate candidates on intangible qualities: • creativeness or entrepreneurial spirit • leading or coaching skills • flexibility and capability of learning • functioning under the pressure • fitness to corporate culture • They are requiring applicants to submit to a series of: • paper-and-pencil tests (general intelligence) • role-playing exercises • simulated decision-making exercises • brainteasers
Others put candidates through a series of interviews by psychologist or trained interviewers.
Possible questions: “Who is the best manager you ever worked for and why?” “What is your best friend like?” – can understand your behavior pattern and managerial style
The mistake can cost for the company a huge sum of money (lead to corporate downsizing)
Aims of comprehensive testing – to measure skills in: - communication - analysis and organization - attention to detail - personality traits and motivations
The reason for interrogations is clear: many hires work out badly. 35% of recently hired senior executives – judged failures. Companies are getting more careful about hiring: the cost of bringing the wrong person on board is huge. Searching and training can cost from $5000 for a low-level manager to $250 000 for top executive. Employer wants to know how an executive will perform, not just how he did it before. But still many companies didn’t shift to this practice. Companies haven’t started the extensive testing, but toughened their hiring practices: • do background checks • looking for sights of drug use • violence or sexual harassment.
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