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Human Resource Management of BorgWarner

Discuss Human Resource Management of BorgWarner within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; BorgWarner Inc. (NYSE: BWA) is a United States-based worldwide automotive industry components and parts supplier. It is primarily known for ...

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Netra Shetty
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Human Resource Management of BorgWarner - January 24th, 2011

BorgWarner Inc. (NYSE: BWA) is a United States-based worldwide automotive industry components and parts supplier. It is primarily known for its powertrain products,[1] which include manual and automatic transmissions and transmission components, (e.g., electro-hydraulic control components, transmission control units, friction materials, and one-way clutches), turbochargers, engine valve timing system components, along with four-wheel drive system components.[1]

The company has 60 manufacturing facilities across 18 countries,[1] which include the U.S., Canada, Europe, and Asia. It provides drivetrain component solutions to all three U.S. automakers,[1] as well as a variety of European[1] and Asian[1] original equipment manufacturer (OEM) customers. BorgWarner has diversified into several automotive-related markets (1999),[2] including ignition interlock technology (ACS Corporation est.1976) for preventing impaired operation of vehicles


Staffing

* Developing personnel sources
* Recruiting potential employees
* Equal Employment Opportunity
* Hiring Issues
* Interview Guidelines
* New employee orientation
* Termination

Training and Development

* Initial Training
* Training Needs Analysis
* Preparation of training programs
* Management and supervisory development

Policies and Procedures

* Instituting health and safety standards
* Privacy Issues
* Handling of employee grievances
* Preparing employee handbooks
* Setting employee work hours
* Union relations

Recordkeeping

* Making certain you adhere to all labor laws governing employers
* Maintaining individual employee files
* Maintaining all of the department records
* Preparing departmental reports for top management



Wage and Salary Administration

* Job analysis
* Preparation of job descriptions
* Pay surveys
* Compensation
* Employment Taxes
* Fringe benefits

From remodeling to reinvention, almost anything goes. Almost daily, creative thinking, penetrating analyses, and experience combine to discredit long-held assumptions about organizational structures, processes, and behaviors. Managing paradox is a growing challenge (Clardy 1996). The traditional economics of personnel administration and operational staffing is considered suspect. Intuitive thinking and questioning the assumptions of traditional approaches are welcome (Burack 1993). The stagnant straight-line thinking of past decades is shifting toward a more creative direction (Bowers Edens, & Salas, 2001). Several major developments are driving these changes, long underway in some companies and industries. Key developments include the quality-value-service dictum, continuing cost containment and reduction, and the rediscovery of the value of human resources. All of these driving forces are interrelated (Burack 1993). The need to manage the personnel in the changing environment paved the way for the emergence of the Human Resources officer position. One company that needed a human resource officer is PCCW Solutions. PCCW is recognized as the largest telecommunication enterprise in Hong Kong. PCCW operates in many small business units. PCCW offers products and services in fields like Telecommunications services, Television and Media Content, IT Services, PCCW Solutions and Infrastructure. PCCW has made contributions to ICT and IT; such contributions include landline telecommunications, mobile telecommunications, broadband internet and PCCW solutions. The ICT and IT contributions provided innovation for the industries in Hong Kong and other parts of the world. There are various drivers for change; one is increasing innovation/IT knowledge.



The Human Resource officer position requires one to have good people skills because he will relate with different kinds of people. The human resource officer makes sure that all activities done by the personnel are in agreement with the goals of the company. Moreover the HR officer provides a bridge of communication between the upper management and the personnel. Lastly the HR officer gives feedback and suggestions on the performance and activities of the personnel. The position was opened because of the need for some changes in the company particularly on the relationship between the management team and the personnel. Before any hiring was done, various individuals from within and outside the organization was interviewed and tested to see if they fit the requirements for the HR officer position. After some time the commendable applicants as well as this writer was put into few more interviews and tests to sort out the most qualified for the job. When this writer and two others were left, we were given practical examination to see who can perform well under various situations. After the writer was chosen for the position, the management team gave trainings and advices on how the Hr officer position can be done well.
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Re: Human Resource Management of BorgWarner
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James Cord
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Re: Human Resource Management of BorgWarner - March 29th, 2016

Quote:
Originally Posted by netrashetty View Post
BorgWarner Inc. (NYSE: BWA) is a United States-based worldwide automotive industry components and parts supplier. It is primarily known for its powertrain products,[1] which include manual and automatic transmissions and transmission components, (e.g., electro-hydraulic control components, transmission control units, friction materials, and one-way clutches), turbochargers, engine valve timing system components, along with four-wheel drive system components.[1]

The company has 60 manufacturing facilities across 18 countries,[1] which include the U.S., Canada, Europe, and Asia. It provides drivetrain component solutions to all three U.S. automakers,[1] as well as a variety of European[1] and Asian[1] original equipment manufacturer (OEM) customers. BorgWarner has diversified into several automotive-related markets (1999),[2] including ignition interlock technology (ACS Corporation est.1976) for preventing impaired operation of vehicles


Staffing

* Developing personnel sources
* Recruiting potential employees
* Equal Employment Opportunity
* Hiring Issues
* Interview Guidelines
* New employee orientation
* Termination

Training and Development

* Initial Training
* Training Needs Analysis
* Preparation of training programs
* Management and supervisory development

Policies and Procedures

* Instituting health and safety standards
* Privacy Issues
* Handling of employee grievances
* Preparing employee handbooks
* Setting employee work hours
* Union relations

Recordkeeping

* Making certain you adhere to all labor laws governing employers
* Maintaining individual employee files
* Maintaining all of the department records
* Preparing departmental reports for top management



Wage and Salary Administration

* Job analysis
* Preparation of job descriptions
* Pay surveys
* Compensation
* Employment Taxes
* Fringe benefits

From remodeling to reinvention, almost anything goes. Almost daily, creative thinking, penetrating analyses, and experience combine to discredit long-held assumptions about organizational structures, processes, and behaviors. Managing paradox is a growing challenge (Clardy 1996). The traditional economics of personnel administration and operational staffing is considered suspect. Intuitive thinking and questioning the assumptions of traditional approaches are welcome (Burack 1993). The stagnant straight-line thinking of past decades is shifting toward a more creative direction (Bowers Edens, & Salas, 2001). Several major developments are driving these changes, long underway in some companies and industries. Key developments include the quality-value-service dictum, continuing cost containment and reduction, and the rediscovery of the value of human resources. All of these driving forces are interrelated (Burack 1993). The need to manage the personnel in the changing environment paved the way for the emergence of the Human Resources officer position. One company that needed a human resource officer is PCCW Solutions. PCCW is recognized as the largest telecommunication enterprise in Hong Kong. PCCW operates in many small business units. PCCW offers products and services in fields like Telecommunications services, Television and Media Content, IT Services, PCCW Solutions and Infrastructure. PCCW has made contributions to ICT and IT; such contributions include landline telecommunications, mobile telecommunications, broadband internet and PCCW solutions. The ICT and IT contributions provided innovation for the industries in Hong Kong and other parts of the world. There are various drivers for change; one is increasing innovation/IT knowledge.



The Human Resource officer position requires one to have good people skills because he will relate with different kinds of people. The human resource officer makes sure that all activities done by the personnel are in agreement with the goals of the company. Moreover the HR officer provides a bridge of communication between the upper management and the personnel. Lastly the HR officer gives feedback and suggestions on the performance and activities of the personnel. The position was opened because of the need for some changes in the company particularly on the relationship between the management team and the personnel. Before any hiring was done, various individuals from within and outside the organization was interviewed and tested to see if they fit the requirements for the HR officer position. After some time the commendable applicants as well as this writer was put into few more interviews and tests to sort out the most qualified for the job. When this writer and two others were left, we were given practical examination to see who can perform well under various situations. After the writer was chosen for the position, the management team gave trainings and advices on how the Hr officer position can be done well.
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I read your write-up and really liked it. I am also uploading a document where you will get Study on BorgWarner EFR.
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