Human Resource Management of CA, Inc. -
January 24th, 2011
CA Technologies (NASDAQ: CA), formerly CA, Inc. and Computer Associates, Inc., is a Fortune 500 company and one of the largest independent software corporations in the world. Headquartered in Islandia, New York, CA Technologies manages and secures IT environments and helps organizations deliver more flexible IT services.
The company’s software supports mainframe, distributed, virtualized and cloud environments and is used by a majority of the Forbes Global 2000. In 2010, CA Technologies announced its cloud computing management strategy at its CA World user conference, and its new CA Cloud-Connected Management Suite of products that address the emerging challenges presented by the cloud.
Although the company sells anti-virus and internet security programs for consumer personal computers, it is primarily known for its mainframe computer and distributed computing applications and solutions used by businesses with CA Technologies claiming that its software is used by a majority of the Forbes Global 2000 companies.
CA Technologies, which posted $4.4 billion USD in revenue for fiscal year 2010 (ending March 31, 2010), maintains 150 offices in more than 45 countries. The company employs 13,200 people (March 31, 2010) ), including 5900 engineers. CA holds more than 400 patents worldwide, and more than 700 patent applications are pending.
Over 12 months, the company acquired eight companies to support its cloud strategy including: 3Tera, Nimsoft, NetQoS, Oblicore, Cassatt, 4Base Technology, Arcot Systems, and Hyperformix.
On October 22, 2010, the company was ranked among the greenest companies by Newsweek magazine’s Green rankings.
On January 28, 2010, CA Technologies announced that William E. McCracken would be its chairman of the board and chief executive officer.
On May 6, 2010 Arthur F. Weinbach was appointed as Non-Executive Chairman.
In organization’s human capital management philosophy must value the workforce as a key asset that will define an organization’s character and performance capacity (Champion-Hughes, 2001). This is a very basic idea that leads to enormously positive results. Abramson and group (2002) stated that human capital is a critical factor that would either lead the organization to success or to failure. Now that the value of the workforce has been realized, human capital management is believed to be the critical link in a modern performance management program, which promotes a healthy employee relations agenda. According to Walker (2000), the concern in a modern performance management program is on the achievement of the desired results or outcomes, measured by their impact and not by their quantity. Treating the employees as champions and as a significant aspect of the organization naturally results to other positive outcomes. One of which is the improvement of the overall organizational performance (Brewer & Selden, 2000). In the current job market, private and public sectors are both engaged in “war for talents” as their concern is on the recruitment, development and retention of talented and bright employees (Abramson, et al., 2002). In this regard, the organization must be able to utilize a strategy and management system that will enhance the performance of the business so as to outgrow its rivals (Thompson et al., 2004; Pearce & Robinson, 2000). The most vital asset of an organization is its employees. This paper explores the case of Wal-Mart particularly its human resource management (HRM) issues and strategies
Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees.
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee.
Employees stay and leave organizations for some reasons.
The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.
Last edited by netrashetty; January 24th, 2011 at 05:33 PM..