pratikkk

MP Guru
Autoliv is a Swedish-American company with headquarters in Stockholm, Sweden, that in 1997 sprung from the merger of the Swedish company Autoliv AB and Morton Automotive Safety Products, Inc., a division of the American firm Morton International.
Autoliv develops and manufactures automotive safety systems for all major automotive manufacturers in the world. Together with its joint ventures Autoliv has 80 facilities with more than 43,000 employees in 29 countries. In addition, the company has ten development and engineering centers in nine countries around the world, including 20 test tracks, more than any other automotive safety supplier. The company's shares are listed on the New York Stock Exchange and its Swedish Depository Receipts on the OMX Stockholm Stock Exchange.

Career Transitions is now offering solutions for Human Resources Management by allowing you to focus on your core business while providing HR support, either as an "extension of your current HR Department", or by providing you with our HR expertise to support your business (through staff and/or project based work). We can work with you to evaluate the level of HR support your organization needs and then provide you with the necessary resources. Does your organization face any of these challenges?
- Recruitment & Retention of Talent
- Lack of Legal Compliance with Employment Law
- Layoff/Downsizing & Survivors left behind
Career Transitions provides a broad spectrum of consulting services to address these and many other HR related issues:
- Talent Management & Succession Planning
- HR Audits & Training
- Strategic Planning, Compensation, Performance Management,
& Benefit Design

Using sales per employee (SE), operating income per employee (OIE), operating margin (OM), and total number of employees (TNE) we can analyze and quantify the productivity of an organization’s human capital. To measure SE we divide annual revenues by TNE, and to measure OIE we divide annual operating income by TNE. To measure OM we divide annual operating income by annual revenue. All data is collected from annual and quarterly securities filings. When comparing two or more organizations with fiscal years that end at different times of the calendar year we adjust comparisons to compare as many of the same calendar months as possible. The equations for this analysis are as follows;

Annual Revenues / TNE = SE
Annual Operating Income / TNE = OIE
Annual Operating Income / Annual Revenues = OM

Our company is a worldwide leader in automotive safety, a pioneer in both seatbelts and airbags, and a technology leader with the widest product offering for automotive safety.

All the leading automobile manufacturers in the world are our customers. We service them from 80 subsidiaries and joint ventures in 30 countries.


Autoliv, Inc. (Autoliv) is a supplier of automotive safety systems with a range of product offerings, including modules and components for passenger and driver-side airbags, side-impact airbag protection systems, seatbelts, steering wheels, safety electronics, whiplash protection systems and child seats, as well as night vision systems and other active safety systems. Autoliv owns two principal subsidiaries, Autoliv AB (AAB) and Autoliv ASP, Inc. (ASP). AAB is a developer, manufacturer and supplier to the automotive industry of automotive safety systems. AAB’s product lines include seatbelt pretensioners, frontal airbags and side-impact airbags. ASP designs, develops and manufactures airbag

Autoliv is always searching for talented and ambitious men and women seeking careers in engineering, research & development, manufacturing and administrative support at various business units around the world. We have a passion for saving lives. Every year, our products save 20,000 lives and prevent ten times as many severe injuries.

Your future in our global organization will be driven by your ambitions and initiative and fueled through established training and development programs emphasizing technical competency, leadership development and business management skills.

Employees who are interested in purchasing additional leave can
do so on a 50/52 basis, but they can also take part in Autoliv’s
Sabbatical policy. This allows an employee to purchase a year’s
leave with pay by working for 80% pay over 4 or 5 years.
Autoliv’s decision to provide income protection for up to two years
for all employees has also made a difference to some workers.
“I was worried when they said the treatment would take two years.
I was worried for my family…When they told me I was entitled to
the two years income protection, it solved the problem financially
and it was a big relief. Something was off my shoulder and I could
think about the sickness,” said an employee.
The initial business driver for Autoliv Australia’s decision to
implement family friendly policies was the need to attract, retain
and develop the best people for the organisation’s needs.
“Senior management recognised the value and importance of family
friendly workplaces and made conscious decisions that began to
shape the culture of the organisation,” says Leny Plonsker.
Such “employer of choice” initiatives became part of the company’s
strategic direction and, several years later, are acknowledged as
providing concrete returns, particularly in employee retention.
With some 65% of the Autoliv workforce being women, the company
also recognised that it needed to remove obstacles and implement
practices that would support promotion and career development for
its female staff.
Our Human Resources (HR) organization and activities support Autoliv’s overriding profitability target by making sure that our Company offers an attractive and safe workplace and by making sure that we have enough skilled, talented, and well-motivated people to maintain growth.

People Development and Leadership
We have significantly increased our investments in development programs and offer a wide range of such programs, including on-the-job training, job rotation, and international assignments.

In addition to attracting and retaining talented professionals, our target is not only to have a balance between men and women, but also a diversity of age groups and nationalities. Furthermore, our goal is to ensure that at least 70% of our newly appointed managers are internally recruited. To meet these targets, a new succession-planning program for all key positions worldwide was introduced during 2004. The program also includes tools and processes for identifying the future leaders of Autoliv.

Equal Opportunity
We promote equal opportunities for all employees at all levels irrespective of such issues as color, race, gender, age, sexual orientation, ethnicity or religious beliefs and we condemn the exploitation of children or other forms of abuse. We particularly strive for an increased number of women in managerial positions, which is reflected in our identification process for future leaders.

Health and Safety
To remain an attractive employer, we also invest in the well-being of our associates. These investments range from safe and healthy workplaces and competitive compensation to ethical principles and promoting sustainable development. Autoliv is committed to providing a safe environment for our employees as well as the communities where we manufacture our lifesaving products. We lead the industry in implementing progressive safety and environmental management systems and our commitment to continuous improvement ensures a quarterly review of every plant's safety record to consistently benchmark these high standards.

The Global Culture
To take full advantage of Autoliv's superior global reach, our company's core values have been communicated in the relevant languages in each country throughout our global organization. These core values and our five leadership principles have also been integrated into our new Global Leadership Training program.

International assignments contribute to personal development and global cooperation. Given the expanding global nature of our business, these assignments have been seen a fourfold increase during the past few years, as we have given hundreds of team members the chance to share their talents and skills in a distinctly different environment. To support our growing Asian market, a talent pool for this region has been newly established.
 
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