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Human Resource Management of Dow Chemical Company

Discuss Human Resource Management of Dow Chemical Company within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; The Dow Chemical Company (NYSE: DOW) is a multinational corporation headquartered in Midland, Michigan, United States. As of 2007, it ...

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

The Dow Chemical Company (NYSE: DOW) is a multinational corporation headquartered in Midland, Michigan, United States. As of 2007, it is the second largest chemical manufacturer in the world by revenue (after BASF)[2] and as of February 2009, the third-largest chemical company in the world by market capitalization (after BASF and DuPont).

Dow Chemical is a provider of plastics, chemicals, and agricultural products with presence in more than 175 countries and employing 46,000 people worldwide. Its stated mission under the current CEO, Andrew N. Liveris, is: "To passionately innovate what is essential to human progress by providing sustainable solutions to our customers" with the vision: "To be the most profitable and respected science-driven chemical company in the world".[3] Annual R&D spending exceeds $1 billion.


TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

Training is activity leading to skilled behavior.

• It’s not what you want in life, but it’s knowing how to reach it

• It’s not where you want to go, but it’s knowing how to get there

• It’s not how high you want to rise, but it’s knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

• It’s not what you dream of doing, but it’s having the knowledge to do it

• It's not a set of goals, but it’s more like a vision

• It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.


ROLE OF TRAINING



Importance Of Training and Development
Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of work and work-life.

• Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image.

• 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

human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of work and work-life.

• Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image.



One of the features of an effective expatriate performance management is measurability, that is objectivity versus subjectivity. Objective measures include hard criteria as sales, units produced, error rate, personnel data, absence rate, turnover and tardiness. In contrast, subjective measures focus on performance measures and their goal is to accurately assess performance. Successful expatriate PMS strikes a balance between these two elements and ensures both objectivity and subjectivity, at the credibility of results and stability of the system itself. Opportunity-biases occur and the performance is modified by the current organisational situation (Gautam, n.d.). In addition, the organisations must take into account the downstream consequences of selected performance measure, the upstream consistency and the compatibility of measures to skills, capabilities and organisational culture

The Ethics Officer Association (EOA) in the United States has identified key aspects for a business
conduct framework:


Demonstrated commitment from executive and senior management

Designation of a high-level person responsible for ethics, compliance, and business conduct

Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation


Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement


The Ethics Officer Association (EOA) in the United States has identified key aspects for a business
conduct framework:



Demonstrated commitment from executive and senior management

Designation of a high-level person responsible for ethics, compliance, and business conduct

Good Practice Note –Human Resource Management 27


Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation

Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement
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Last edited by netrashetty; January 25th, 2011 at 12:55 PM..
   
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Re: Human Resource Management of Dow Chemical Company
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James Cord
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Re: Human Resource Management of Dow Chemical Company - March 29th, 2016

Quote:
Originally Posted by netrashetty View Post
The Dow Chemical Company (NYSE: DOW) is a multinational corporation headquartered in Midland, Michigan, United States. As of 2007, it is the second largest chemical manufacturer in the world by revenue (after BASF)[2] and as of February 2009, the third-largest chemical company in the world by market capitalization (after BASF and DuPont).

Dow Chemical is a provider of plastics, chemicals, and agricultural products with presence in more than 175 countries and employing 46,000 people worldwide. Its stated mission under the current CEO, Andrew N. Liveris, is: "To passionately innovate what is essential to human progress by providing sustainable solutions to our customers" with the vision: "To be the most profitable and respected science-driven chemical company in the world".[3] Annual R&D spending exceeds $1 billion.


TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

Training is activity leading to skilled behavior.

• It’s not what you want in life, but it’s knowing how to reach it

• It’s not where you want to go, but it’s knowing how to get there

• It’s not how high you want to rise, but it’s knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

• It’s not what you dream of doing, but it’s having the knowledge to do it

• It's not a set of goals, but it’s more like a vision

• It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.


ROLE OF TRAINING



Importance Of Training and Development
Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of work and work-life.

• Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image.

• 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

human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of work and work-life.

• Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image.



One of the features of an effective expatriate performance management is measurability, that is objectivity versus subjectivity. Objective measures include hard criteria as sales, units produced, error rate, personnel data, absence rate, turnover and tardiness. In contrast, subjective measures focus on performance measures and their goal is to accurately assess performance. Successful expatriate PMS strikes a balance between these two elements and ensures both objectivity and subjectivity, at the credibility of results and stability of the system itself. Opportunity-biases occur and the performance is modified by the current organisational situation (Gautam, n.d.). In addition, the organisations must take into account the downstream consequences of selected performance measure, the upstream consistency and the compatibility of measures to skills, capabilities and organisational culture

The Ethics Officer Association (EOA) in the United States has identified key aspects for a business
conduct framework:


Demonstrated commitment from executive and senior management

Designation of a high-level person responsible for ethics, compliance, and business conduct

Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation


Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement


The Ethics Officer Association (EOA) in the United States has identified key aspects for a business
conduct framework:



Demonstrated commitment from executive and senior management

Designation of a high-level person responsible for ethics, compliance, and business conduct

Good Practice Note –Human Resource Management 27


Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation

Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement
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