what i find strange is that we keep mentioning GE - why? - they have people who are allowed to think 'freely' - their management teams 'listen' to their staff - the 'Americans' actually listen to non 'Americans' the American why is not the right way - they have a multi cultural management teams at all levels - we only have Korean FSE's and a few locals - most of whom are listened to by any Korean members of staff - we had a sales conference earlier this year where the sales director was questioned about his sales target - do you think a junior Korean would ever have questioned a Korean Director?? - not in a month of Sundays - this is the root cause of a lot our problem - we suffer from the problem 'that the emperor has no clothes' but no one will tell him - they say change comes from the top down and revolution goes the other way - so far no change!! - its all talk - actions speak louder than words - Mr Nam has been here now for 18 months and nothing really - except for good people leaving out of frustration - its time to cut a few Gordian Knots -
Lets have a clear cut policy. To be a truely global organization & be a global player. Inviting Managers from GE, Toyota, etc will just be another benchmarking methods.
Lets adapt fast to change our methods and indeed we can do it. The passion LG has for becoming Top player must be reflected in its HR management too.Lets atleast try to have uniformity in our performance management tools irrespective of nationality, SBU or workplace. We have a great company no doubt but we need to make truely "great" people.
I personally feel that Effective HR policies along with global Manager Recruitment is important to globalize the working culture of LG Electronics. We continuesly compare ouselves to world class companies like Toyota, GE Daikin etc in terms of their technology but we never focused on their HR policies and work environment.We have always stressed upon " PUSH SYSTEM " work managment but it is now time to convert our mindset to " PULL SYSTEM" "GLOBALIZATION NOT ONLY REQUIRES BEST TECHNOLOGY DEVELOPMENT BUT ALSO NEEDS GLOBAL MANAGERS TO DRIVE THIS TECHNOLOGY TO WORLD CLASS LEVEL" First let us try to reach Employee satisfaction level rather than going for customer satisfaction.First let us satisfy and improve the mindset of internal customers (employees) than approach for external customers.If we can reach this landmark than we can be world top and surpass our regular benchmark companies. Let us put a collective effort to make GE benchmark LG Electronics.
From above comments nothing has been left untouched, but I really wonder this can be a reality in LG or not, atleast from last 18 months we have only seen big conferences without any change at grassroot level, we should not expect Talisman to uplift the present situation, we should come close to actual policy formation and understand the people overseas who can contribute lot more then expected for making LG a truly Global unit.
'Let us put a collective effort to make GE benchmark LG Electronics' -are you joking? - get real!! - one comment i would add is that the issue is about performance management - in GE they sack bad staff - sorry counsel them out - in LG we just move them to another area
so many opinions for this topic. that is not frequent thing for lg news ) so - is it just "words to the hole" - or someone who takes decisions reads it?
one more - global management, global HR etc are like a football - everyone knows how to play - just 11 guys dont ;-)
Does anyone of authority read these comments? Every comment is correct, and although Mr. Nam speaks GE, it does not translate through the organization. Our style is exactly opposite of GE, and GE recruited people do not stay here long.
7 comments:
what i find strange is that we keep mentioning GE - why? - they have people who are allowed to think 'freely' - their management teams 'listen' to their staff - the 'Americans' actually listen to non 'Americans' the American why is not the right way - they have a multi cultural management teams at all levels - we only have Korean FSE's and a few locals - most of whom are listened to by any Korean members of staff - we had a sales conference earlier this year where the sales director was questioned about his sales target - do you think a junior Korean would ever have questioned a Korean Director?? - not in a month of Sundays - this is the root cause of a lot our problem - we suffer from the problem 'that the emperor has no clothes' but no one will tell him - they say change comes from the top down and revolution goes the other way - so far no change!! - its all talk - actions speak louder than words - Mr Nam has been here now for 18 months and nothing really - except for good people leaving out of frustration - its time to cut a few Gordian Knots -
Lets have a clear cut policy. To be a truely global organization & be a global player. Inviting Managers from GE, Toyota, etc will just be another benchmarking methods.
Lets adapt fast to change our methods and indeed we can do it. The passion LG has for becoming Top player must be reflected in its HR management too.Lets atleast try to have uniformity in our performance management tools irrespective of nationality, SBU or workplace. We have a great company no doubt but we need to make truely "great" people.
I personally feel that Effective HR policies along with global Manager Recruitment is important to globalize the working culture of LG Electronics.
We continuesly compare ouselves to world class companies like Toyota, GE Daikin etc in terms of their technology but we never focused on their HR policies and work environment.We have always stressed upon " PUSH SYSTEM " work managment but it is now time to convert our mindset to " PULL SYSTEM"
"GLOBALIZATION NOT ONLY REQUIRES BEST TECHNOLOGY DEVELOPMENT BUT ALSO NEEDS GLOBAL MANAGERS TO DRIVE THIS TECHNOLOGY TO WORLD CLASS LEVEL"
First let us try to reach Employee satisfaction level rather than going for customer satisfaction.First let us satisfy and improve the mindset of internal customers (employees) than approach for external customers.If we can reach this landmark than we can be world top and surpass our regular benchmark companies.
Let us put a collective effort to make GE benchmark LG Electronics.
From above comments nothing has been left untouched, but I really wonder this can be a reality in LG or not, atleast from last 18 months we have only seen big conferences without any change at grassroot level, we should not expect Talisman to uplift the present situation, we should come close to actual policy formation and understand the people overseas who can contribute lot more then expected for making LG a truly Global unit.
'Let us put a collective effort to make GE benchmark LG Electronics' -are you joking? - get real!! - one comment i would add is that the issue is about performance management - in GE they sack bad staff - sorry counsel them out - in LG we just move them to another area
so many opinions for this topic. that is not frequent thing for lg news )
so - is it just "words to the hole" - or someone who takes decisions reads it?
one more - global management, global HR etc are like a football - everyone knows how to play - just 11 guys dont ;-)
Does anyone of authority read these comments? Every comment is correct, and although Mr. Nam speaks GE, it does not translate through the organization. Our style is exactly opposite of GE, and GE recruited people do not stay here long.
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