SBC Communications was a regional holding company that specialized in local, Wireless, internet service in the United States and internationally.[1] Originally named Southwestern Bell Corporation it was changed in 1995 to SBC Communications. Originally holding only one local provider, the Southwestern Bell Telephone Company, over the years the corporation took over various others including Pacific Bell, Ameritech, SNET, and Nevada Bell.

Selection Procedure:

An organization is only as strong as the people who make it up, so at Philip Morris decisions about whom to select and whom to reject for organizational membership are critical to the company’s ability to derive competitive advantage through its human resource.



The qualities that Philip Morris USA looks for in employment candidates are:

· Leadership, and a willingness to take responsibility

· Problem-solving and decision-making ability

· Creativity and innovation

· Strong oral and written communication skills

· Broad, cross-functional business knowledge

· Technical and organizational ability

· Honesty, integrity, trustworthiness and dependability

· Team players

· Self-motivated and action-oriented people

· People who are flexible, able to adapt to change

· People with a passion for winning

As PM is an organization driven by people, applicants go through a rigorous procedure of selection.

Psychological and Personality Tests:

At PM USA different types of psychological tests are adopted for selection at different levels like Watson-Glaser Critical Thinking Appraisal, Minnesota Multiphasic Personality inventory is used for selection of executives. Myers Briggs Type Indicator is used to determine personality components.

The Panel Interview:

At PM USA HRM specialists use the panel interview method in which three to five interviewers take turn in asking questions and make their observations. The panel interview has higher validity as compares to traditional one-to-one interviews because of multiple inputs, greater acceptance of the decision and shorter decision time.

Performance Management:

To ensure that employee efforts are match with the strategic objectives of the organization. PM USA places great emphasis on performance management of employees.

When hiring new employees, jobs are carefully assessed so that the organizational expectations are clearly communicated to the employees. Job analysis is carried out via questionnaires. Workers at all levels including shop floor employees to managers are made fully aware of their job requirements.

To implement the corporate goals, the company commits resources, institutes appropriate management systems, accountabilities, monitoring processes and regular reviews to assure progress against the set objectives and to establish mechanisms for problem identification and remediation where appropriate.

Many employees face the difficult challenge of managing their job responsibilities while handling a wide range of personal obligations. The Philip Morris Company recognizes this and has developed five simple principles to guide them in their work/life efforts:

* Hold open and continual communication between employees and their supervisors.
* Implement practical solutions locally while developing flexibility to match the needs of their employees and their businesses.
* Conduct regular on-going reviews of the work/life programs to reflect the changes in employee and business needs.
* As the search for best work/life solutions for their people goes on, business needs remains a top priority for the organization
* Make optimal use of their size and scope so they can make quality services available to as many employees as possible.

Employees are given elaborate, regular feedback to help develop in their careers and personal life.

Philip Morris USA uses state of the art applications for performance management, “Mercury Interactive Enterprise Testing and Application Performance Management System”. This application is being used in Philip Morris for performance management of employees.





Competencies Online:

PM USA carries out 360-degree appraisals of all employees using a multi-point perspective to create a comprehensive internal and external view of the employees. Competencies Online solicits feedback from team members, subordinates and managers to produce a complete external perspective on the employee. This data is then graphically plotted against the employee's own estimate of his or her performance and interrelationship with others to highlight significant differences or "Gaps" between how the employee rates him or her self and how others rate the employee.


Development of employees refers to increasing the knowledge, skills, and competencies of employees, which enhances their performance capacity and capability. Development also refers to increasing an organization’s efficiency, improving its effectiveness, enhancing its renewal capacity, and improving its competitive practices (Gilley & Maycunich 2000). According to McLagan (1989) HRD is the integration of training and development, and organization development to improve individual, group, and organizational effectiveness. HRD is a process of developing and unleashing human expertise through organizational development and personal training and development for improving performance (Swanson, 1995). It is an organizational learning experience sponsored by an employer for the purpose of improving work performance while emphasizing the betterment of the human conditions through the integration of organizational goals and individual needs.

HRD aims to improve and enhance both the employees’ and the organizations performance and capabilities. Increasing the employees’ performance and enhancing their skills and capabilities will result to a better performing organization.



HRD aims to improve individual performance and enhance organizational capability. Performance improvement is achieved if the employees achieve increased knowledge, skills, and competencies and improved behaviour.

Identify special skills that may be needed, beyond those defined for the human resource
category.
• For example, language-specific programming skills may be required for people in the
“programmer” class.
• For each human resource category in the Project management schedule, validate the
number of resources needed.
• Identify training requirements and add the training effort to the effort defined in the
Project management schedule for each human resource category.
• Validate the number of available resources used in the Project management schedule
and adjust as necessary.

Here is an example of validation:
• The effort defined in the Project management schedule is 980 person days and the
training effort required is 20 person days. The total effort, therefore, is 980 + 20 = 1000
person days.
 
Last edited:

jamescord

MP Guru
SBC Communications was a regional holding company that specialized in local, Wireless, internet service in the United States and internationally.[1] Originally named Southwestern Bell Corporation it was changed in 1995 to SBC Communications. Originally holding only one local provider, the Southwestern Bell Telephone Company, over the years the corporation took over various others including Pacific Bell, Ameritech, SNET, and Nevada Bell.

Selection Procedure:

An organization is only as strong as the people who make it up, so at Philip Morris decisions about whom to select and whom to reject for organizational membership are critical to the company’s ability to derive competitive advantage through its human resource.



The qualities that Philip Morris USA looks for in employment candidates are:

· Leadership, and a willingness to take responsibility

· Problem-solving and decision-making ability

· Creativity and innovation

· Strong oral and written communication skills

· Broad, cross-functional business knowledge

· Technical and organizational ability

· Honesty, integrity, trustworthiness and dependability

· Team players

· Self-motivated and action-oriented people

· People who are flexible, able to adapt to change

· People with a passion for winning

As PM is an organization driven by people, applicants go through a rigorous procedure of selection.

Psychological and Personality Tests:

At PM USA different types of psychological tests are adopted for selection at different levels like Watson-Glaser Critical Thinking Appraisal, Minnesota Multiphasic Personality inventory is used for selection of executives. Myers Briggs Type Indicator is used to determine personality components.

The Panel Interview:

At PM USA HRM specialists use the panel interview method in which three to five interviewers take turn in asking questions and make their observations. The panel interview has higher validity as compares to traditional one-to-one interviews because of multiple inputs, greater acceptance of the decision and shorter decision time.

Performance Management:

To ensure that employee efforts are match with the strategic objectives of the organization. PM USA places great emphasis on performance management of employees.

When hiring new employees, jobs are carefully assessed so that the organizational expectations are clearly communicated to the employees. Job analysis is carried out via questionnaires. Workers at all levels including shop floor employees to managers are made fully aware of their job requirements.

To implement the corporate goals, the company commits resources, institutes appropriate management systems, accountabilities, monitoring processes and regular reviews to assure progress against the set objectives and to establish mechanisms for problem identification and remediation where appropriate.

Many employees face the difficult challenge of managing their job responsibilities while handling a wide range of personal obligations. The Philip Morris Company recognizes this and has developed five simple principles to guide them in their work/life efforts:

* Hold open and continual communication between employees and their supervisors.
* Implement practical solutions locally while developing flexibility to match the needs of their employees and their businesses.
* Conduct regular on-going reviews of the work/life programs to reflect the changes in employee and business needs.
* As the search for best work/life solutions for their people goes on, business needs remains a top priority for the organization
* Make optimal use of their size and scope so they can make quality services available to as many employees as possible.

Employees are given elaborate, regular feedback to help develop in their careers and personal life.

Philip Morris USA uses state of the art applications for performance management, “Mercury Interactive Enterprise Testing and Application Performance Management System”. This application is being used in Philip Morris for performance management of employees.





Competencies Online:

PM USA carries out 360-degree appraisals of all employees using a multi-point perspective to create a comprehensive internal and external view of the employees. Competencies Online solicits feedback from team members, subordinates and managers to produce a complete external perspective on the employee. This data is then graphically plotted against the employee's own estimate of his or her performance and interrelationship with others to highlight significant differences or "Gaps" between how the employee rates him or her self and how others rate the employee.


Development of employees refers to increasing the knowledge, skills, and competencies of employees, which enhances their performance capacity and capability. Development also refers to increasing an organization’s efficiency, improving its effectiveness, enhancing its renewal capacity, and improving its competitive practices (Gilley & Maycunich 2000). According to McLagan (1989) HRD is the integration of training and development, and organization development to improve individual, group, and organizational effectiveness. HRD is a process of developing and unleashing human expertise through organizational development and personal training and development for improving performance (Swanson, 1995). It is an organizational learning experience sponsored by an employer for the purpose of improving work performance while emphasizing the betterment of the human conditions through the integration of organizational goals and individual needs.

HRD aims to improve and enhance both the employees’ and the organizations performance and capabilities. Increasing the employees’ performance and enhancing their skills and capabilities will result to a better performing organization.



HRD aims to improve individual performance and enhance organizational capability. Performance improvement is achieved if the employees achieve increased knowledge, skills, and competencies and improved behaviour.

Identify special skills that may be needed, beyond those defined for the human resource
category.
• For example, language-specific programming skills may be required for people in the
“programmer” class.
• For each human resource category in the Project management schedule, validate the
number of resources needed.
• Identify training requirements and add the training effort to the effort defined in the
Project management schedule for each human resource category.
• Validate the number of available resources used in the Project management schedule
and adjust as necessary.

Here is an example of validation:
• The effort defined in the Project management schedule is 980 person days and the
training effort required is 20 person days. The total effort, therefore, is 980 + 20 = 1000
person days.

Hello netra,

Here i am uploading List of Leadership Team of Sbc Communications, so please download and check it.
 

Attachments

  • List of Leadership Team of Sbc Communications.docx
    17.3 KB · Views: 0
Top