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Human Resource Management of Dow Jones & Company

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Netra Shetty
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Human Resource Management of Dow Jones & Company - January 25th, 2011

Dow Jones & Company is an American publishing and financial information firm.

The company was founded in 1882 by three reporters: Charles Dow, Edward Jones, and Charles Bergstresser. Like The New York Times and the Washington Post, the company was in recent years publicly traded but privately controlled. The company was led by the Bancroft family, which effectively controlled 64% of all voting stock, before being acquired by News Corporation. In 2010, the company sold 90% of Dow Jones Indexes to the CME Group, including the Dow Jones Industrial Average.

The company became a subsidiary of News Corporation after an extended takeover bid during 2007.[2] It was reported on August 1, 2007 that the bid had been successful[3][4] after an extended period of uncertainty about shareholder agreement.[5] The transaction was completed on December 13, 2007. It was worth US$5 billion or $60 a share, giving NewsCorp control of The Wall Street Journal and ending the Bancroft family's 105 years of ownership


Organisational support includes basic work conditions, resources, facilities and inputs from expatriates and foreign managers among others. As part of PMS, such factors must enable these people to do better and deliver expected results. The need for these employees to do such, one must have competencies, motivation and organisational support. If these support mechanisms does not exist in the organisation, the organisation cannot expect to implement an effective expatriate PMS and to arrive at desirable results (Rao, 2004, p. 220). In its expatriate training programmes, Shell uses the expression ‘the road to Hell is paved with good intentions for the purpose of illustrating that despite good intentions, there would be emergent problems when expatriates interact with host country nationals (Jacob, 2003, p. 225). There are instances that glass barriers are built between local managers and the expatriate, which is then exacerbated by the evaluative nature of both instead of being objective.


• Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies

• Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display

Importance Of Training Objectives

Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives,
1. Trainer
2. Trainee
3. Designer
4. Evaluator

Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training.

Accuracy of business records

Alcohol and substance abuse

Bribery and improper payments

Compliance with laws, regulations, and organizational policies

Conflicts of interest

Employee privacy

Environmental compliance

Equal employment opportunity

Gifts, favors, and entertainment

Harassment

Outside business activities

Political activities

Protection of confidential information

Ownership and use of intellectual property

Purchasing practices and supplier relations

Reporting violations

Use of computer networks and facilities

Use of corporate assets, including vehicles


Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.
Therefore, without any guidance, the training may not be designed appropriately.
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Re: Human Resource Management of Dow Jones & Company
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James Cord
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Re: Human Resource Management of Dow Jones & Company - March 25th, 2016

Quote:
Originally Posted by netrashetty View Post
Dow Jones & Company is an American publishing and financial information firm.

The company was founded in 1882 by three reporters: Charles Dow, Edward Jones, and Charles Bergstresser. Like The New York Times and the Washington Post, the company was in recent years publicly traded but privately controlled. The company was led by the Bancroft family, which effectively controlled 64% of all voting stock, before being acquired by News Corporation. In 2010, the company sold 90% of Dow Jones Indexes to the CME Group, including the Dow Jones Industrial Average.

The company became a subsidiary of News Corporation after an extended takeover bid during 2007.[2] It was reported on August 1, 2007 that the bid had been successful[3][4] after an extended period of uncertainty about shareholder agreement.[5] The transaction was completed on December 13, 2007. It was worth US$5 billion or $60 a share, giving NewsCorp control of The Wall Street Journal and ending the Bancroft family's 105 years of ownership


Organisational support includes basic work conditions, resources, facilities and inputs from expatriates and foreign managers among others. As part of PMS, such factors must enable these people to do better and deliver expected results. The need for these employees to do such, one must have competencies, motivation and organisational support. If these support mechanisms does not exist in the organisation, the organisation cannot expect to implement an effective expatriate PMS and to arrive at desirable results (Rao, 2004, p. 220). In its expatriate training programmes, Shell uses the expression ‘the road to Hell is paved with good intentions for the purpose of illustrating that despite good intentions, there would be emergent problems when expatriates interact with host country nationals (Jacob, 2003, p. 225). There are instances that glass barriers are built between local managers and the expatriate, which is then exacerbated by the evaluative nature of both instead of being objective.


• Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies

• Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display

Importance Of Training Objectives

Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives,
1. Trainer
2. Trainee
3. Designer
4. Evaluator

Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training.

Accuracy of business records

Alcohol and substance abuse

Bribery and improper payments

Compliance with laws, regulations, and organizational policies

Conflicts of interest

Employee privacy

Environmental compliance

Equal employment opportunity

Gifts, favors, and entertainment

Harassment

Outside business activities

Political activities

Protection of confidential information

Ownership and use of intellectual property

Purchasing practices and supplier relations

Reporting violations

Use of computer networks and facilities

Use of corporate assets, including vehicles


Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.
Therefore, without any guidance, the training may not be designed appropriately.
Hey friend,

I am also uploading a white paper which will give more detailed explanation on Dow Jones & Company
Attached Files
File Type: pdf White paper on Dow Jones & Company.pdf (95.0 KB, 0 views)
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