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Human Resource Management of Electronic Data Systems

Discuss Human Resource Management of Electronic Data Systems within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Electronic Data Systems (EDS), headquartered in Plano, Texas, defined the outsourcing business when it was established in 1962 by H. ...

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Netra Shetty
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Human Resource Management of Electronic Data Systems - January 25th, 2011

Electronic Data Systems (EDS), headquartered in Plano, Texas, defined the outsourcing business when it was established in 1962 by H. Ross Perot. General Motors acquired the company in 1984, spun it off again as an independent company in 1996, and became an EDS client.

On May 13, 2008, Hewlett-Packard Co. confirmed that it had reached a deal with Electronic Data Systems to acquire the company for $13.9 billion.[1] The deal was completed on August 26, 2008. EDS became an HP business unit and was renamed "EDS, an HP company". Ronald A. Rittenmeyer remained at the helm, reporting to Ann Livermore until his retirement.

As of 2008, EDS employed 139,000 people in 64 countries, the largest locations being the United States, India and the UK. It was ranked as one of the largest service companies on the Fortune 500 list with around 2,000 clients.

As of 23 September 2009, EDS began going to market as HP Enterprise Services, a name change which came one year after HP announced the acquisition of EDS and was a critical milestone as the integration of EDS into HP neared completion
e airline industry also sees to it that in order for this airline industry to achieve its organisational goal through its employees they use the concept of empowerment. Empowerment is known as a technique for improving employee satisfaction which is being undertaken by many organisations. Satisfying the employees can significantly create a good working relationship among employer and the employee and a good reason for the employees to do their best to achieve organisational goal. It involves responsibility and authority for decisions affecting the workplace, downwards through the organisation. Thus, in an organisation, employees need to be equally empowered. This empowerment results to an increased competence, self-esteem and self-respect, which are very important to one’s well-being.

Career Management:
Strengthen the CDM process to bring more transparency and commitment to career
management and development plans and as far as possible will match the aspiration and
capabilities of individuals with the needs of the business with a view to ensure personal
fulfillment. Pushing down the involvement of line managers so that careers are managed
by them with the advice and tools provided by HR.
http://www.iems.edu.pk/forum 14
CDM feed back to be shared with the individuals without holding any bars .This would
bring more authenticity to the process where career moves will take place as far as
possible in a planned way.
2. Embed Coaching And Mentoring Culture:
Create an environment where people development is one of the key drivers for success.
Develop emotional and professional maturity of managers to enable them to demonstrate
inspiring leadership traits. Training inputs on leadership, emotional intelligence and
lateral thinking. Top team to act as role model and encourage people below to
demonstrate and inculcate coaching culture for coaching. Emphasizing to people that
through coaching others will also develop themselves. Incorporate people development in
principal accountabilities of each jobholder. Top team gives more focus to the mentoring
process of selected manager

Organizational Structure
Human Resource Department
The company has formalised world class HR policies and applies employee friendly measures.
There are 3200 employees out of which 75% are women and remaining 25% are men.
The selection of an employee is done with great care so that only the truly hardworking and dedicated ones are shortlisted, owing to this rigorous selection procedure the job turnover rate is less than 2%.


Every employee is trained to inculcate the “WE CAN” attitude.
The employees are sub divided into 4 groups as per their shifts. Each group consist of 220- 250 employees working in a single shift.
The does not recognize the concept of over-time and does not entertain any reasons for the same.
Employees get a weekly off and can take 12 paid leaves in a year.


If an employee wish to discontinue his/her services, he has to serve a notice period of one month and is paid his/her entire salaryat the time of leaving.
The provident fund is credited to the employees’ account within 6 months.
Employees are not discriminated against according to their designation and may go see the chairman directly if the need arise.

Incase of complaint:

Facilities provided by the company
Training
Education and library
Accommodation
ATM facility
Safety Measures
Canteen and Mess facilities
Other Facilities – Sports, skating facility, cultural activities, yoga , meditation and outstation picnics.
About the Personnel Manager
Mr Babu completed his B.Com from a government college in Tamil Nadu.
Initially Mr Babu was appointed as an accountant in KPR mills. The management identified his managing skills and in a span of 5 years was given the post of Personnel Officer.
He has been associated with KPR Mills for the past 18 years
HR department size and composition
The HR department consists of 30 member team.
He has two assistant who take care of the remaining 27 members.
The main job of the HR executives is to keep track of every employee: their profile, attendance, job analysis, deciding the incentive plan, deciding their shift timing, giving ear to their grievances and complaints, celebrating occasions and making sure the work culture is always maintained.
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Last edited by netrashetty; January 25th, 2011 at 03:10 PM..
   
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Re: Human Resource Management of Electronic Data Systems
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James Cord
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Re: Human Resource Management of Electronic Data Systems - March 29th, 2016

Quote:
Originally Posted by netrashetty View Post
Electronic Data Systems (EDS), headquartered in Plano, Texas, defined the outsourcing business when it was established in 1962 by H. Ross Perot. General Motors acquired the company in 1984, spun it off again as an independent company in 1996, and became an EDS client.

On May 13, 2008, Hewlett-Packard Co. confirmed that it had reached a deal with Electronic Data Systems to acquire the company for $13.9 billion.[1] The deal was completed on August 26, 2008. EDS became an HP business unit and was renamed "EDS, an HP company". Ronald A. Rittenmeyer remained at the helm, reporting to Ann Livermore until his retirement.

As of 2008, EDS employed 139,000 people in 64 countries, the largest locations being the United States, India and the UK. It was ranked as one of the largest service companies on the Fortune 500 list with around 2,000 clients.

As of 23 September 2009, EDS began going to market as HP Enterprise Services, a name change which came one year after HP announced the acquisition of EDS and was a critical milestone as the integration of EDS into HP neared completion
e airline industry also sees to it that in order for this airline industry to achieve its organisational goal through its employees they use the concept of empowerment. Empowerment is known as a technique for improving employee satisfaction which is being undertaken by many organisations. Satisfying the employees can significantly create a good working relationship among employer and the employee and a good reason for the employees to do their best to achieve organisational goal. It involves responsibility and authority for decisions affecting the workplace, downwards through the organisation. Thus, in an organisation, employees need to be equally empowered. This empowerment results to an increased competence, self-esteem and self-respect, which are very important to one’s well-being.

Career Management:
Strengthen the CDM process to bring more transparency and commitment to career
management and development plans and as far as possible will match the aspiration and
capabilities of individuals with the needs of the business with a view to ensure personal
fulfillment. Pushing down the involvement of line managers so that careers are managed
by them with the advice and tools provided by HR.
http://www.iems.edu.pk/forum 14
CDM feed back to be shared with the individuals without holding any bars .This would
bring more authenticity to the process where career moves will take place as far as
possible in a planned way.
2. Embed Coaching And Mentoring Culture:
Create an environment where people development is one of the key drivers for success.
Develop emotional and professional maturity of managers to enable them to demonstrate
inspiring leadership traits. Training inputs on leadership, emotional intelligence and
lateral thinking. Top team to act as role model and encourage people below to
demonstrate and inculcate coaching culture for coaching. Emphasizing to people that
through coaching others will also develop themselves. Incorporate people development in
principal accountabilities of each jobholder. Top team gives more focus to the mentoring
process of selected manager

Organizational Structure
Human Resource Department
The company has formalised world class HR policies and applies employee friendly measures.
There are 3200 employees out of which 75% are women and remaining 25% are men.
The selection of an employee is done with great care so that only the truly hardworking and dedicated ones are shortlisted, owing to this rigorous selection procedure the job turnover rate is less than 2%.


Every employee is trained to inculcate the “WE CAN” attitude.
The employees are sub divided into 4 groups as per their shifts. Each group consist of 220- 250 employees working in a single shift.
The does not recognize the concept of over-time and does not entertain any reasons for the same.
Employees get a weekly off and can take 12 paid leaves in a year.


If an employee wish to discontinue his/her services, he has to serve a notice period of one month and is paid his/her entire salaryat the time of leaving.
The provident fund is credited to the employees’ account within 6 months.
Employees are not discriminated against according to their designation and may go see the chairman directly if the need arise.

Incase of complaint:

Facilities provided by the company
Training
Education and library
Accommodation
ATM facility
Safety Measures
Canteen and Mess facilities
Other Facilities – Sports, skating facility, cultural activities, yoga , meditation and outstation picnics.
About the Personnel Manager
Mr Babu completed his B.Com from a government college in Tamil Nadu.
Initially Mr Babu was appointed as an accountant in KPR mills. The management identified his managing skills and in a span of 5 years was given the post of Personnel Officer.
He has been associated with KPR Mills for the past 18 years
HR department size and composition
The HR department consists of 30 member team.
He has two assistant who take care of the remaining 27 members.
The main job of the HR executives is to keep track of every employee: their profile, attendance, job analysis, deciding the incentive plan, deciding their shift timing, giving ear to their grievances and complaints, celebrating occasions and making sure the work culture is always maintained.
Hello Netra,

Here i am uploading Introduction on Electronic Data Processing, so please download and check it.
Attached Files
File Type: pdf Introduction on Electronic Data Processing.pdf (390.7 KB, 0 views)
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