...Phoenix October 4, 2011 Internal Risk Assessment Hewlett Packard Company was founded in January 1939 and was created by Dave Packard and Bill Hewlett. The company’s management uses good listening skills, engaging with customers and employees, and personal involvement for its management techniques. Hewlett and Packard managed the company using a principle called management by objective. According to Bill Packard, “management by objective refers to a system in which overall objectives clearly stated and agreed upon, and give people the flexibility to work toward those goals in ways they determine best for their own areas of responsibility. Hewlett- Packard Company strengths and weaknesses are in marketing, human resources, management, research and development, and finance have a huge impact on the profitability and welfare of it. The Hewlett Packard Company focused strongly on implementing telemarketing as way to reach its customers. Hewlett Packard Company provides its customers with software, solutions and services, and technology products. The change in the marketplace and customer’s expectations, Hewlett Packard focused on the customer insight. Hewlett Packard Company marketing leadership is received by the company creating and dispensing practical, new products, services, and resolutions. These new innovations for the company will allow the company to achieve profits and growth (Hewlett Packard, 2011). Hewlett Packard brand name gives the company an advantage over its...
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...Hewlett-Packard Company Internal Risk Assessment Founded on January 1, 1939, the Hewlett-Packard Company was created by Bill Hewlett and Dave Packard. The management technique used was personal involvement by management, walking around, having good listening skills, and realizing that everyone in the company wants to do a good job was the key. Both managers ran the company with a principle called management by objective, which is clearly communicating the general objectives and giving employees ample room to work the goals of the company to the individual’s best ability. The employee’s personal expertise would make the employees responsible enough to achieve the company’s goals. The company’s strengths and weaknesses in marketing, human resources, management, research and development, and finance have an enormous impact on the welfare and profitability of it. According to Hosford, C. (2010), “by optimizing all of the tools available, from digital marketing to telemarketing and direct mail” (para. 4) is a marketing strength for the company. The focus is how Hewlett-Packard customers want to be accessed and notified. By implementing telemarketing more customers were reached. Market leadership is obtained by the company by creating and dispenses practical and new products, services, and resolutions. Therefore, innovation in market strategies the firm will achieve growth and profits. The human resources used by the company according to Hewlett-Packard (2011), commitment to employees...
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...Case Study: Hewlett-Packard’s Home Products Division In Europe (1996-2000) XY Management Strategy Z Table of Contents I. Overview………….………….………….………….………….………….…….….3 II. Mission………….………….…………….………………….………….………..3-4 III. External Environment……………………………………………………….….4-7 IV. Internal Analysis………………………………………………………………….7 Strengths……………………………………………………………………8-9 Weaknesses……………………………………..……………………………9 Opportunities………………………………….………………………………9 Threats…………………………………………………………………………9 V. Issues and Problems……………………………………………………………9-10 VI. Alternatives…………………………………………………………..…………10-11 VII. Recommendations……………………………………………………………11-12 VIII. Conclusion and Implementations………………………………………………12 I. Overview “Making money in the [home PC] business [was] like landing a man on the moon.”1 That’s exactly what Webb McKinney, the general manager of the Home Products division wrote. Indeed, making money in the PC business was hard. (Almost as hard as landing a man on the moon. Hewlett-Packard’s Home Products Division in Europe had a lot to learn about when they were doing business with Europe. Even today, there are many challenges to international brands in the European markets compared to that of the United States. The way Hewlett-Packard’s Home Products Division is organized is through functional lines (the home PC market) and geographic lines (European Division). Also, they were very centralized with...
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... then it stands a chance to fail with in the first two to five years. In this paper it will be discussed about the difference between strategic and financial planning, the strategic planning initiative for the organization of Hewlett Packard’s annual report, the initiative affects for H.P.’s financial planning in terms of cost and sales. Lastly, the risks associated with the initiative and the effects they may have. The difference between strategic planning and financial planning Strategic planning is the reason the business runs. Once the business understands its reason, then it can figure out the how, the requirements to get there which includes the placement of the financial resources, human resource needs, and investments. Financial planning is the allocation of all the resources (money, employees and equipment). Over time this is all done to meet the goal set in strategic planning. A strategic planning initiative for Hewlett Packard According to the Hewlett Packard 2011 Annual Report, it was a tough year for the company in regards to strategic planning. The company seemed to lose focus and was not as transparent as it should have been to its stakeholders. Although facing a tough economy and having to transition into a new CEO, Hewlett Packard still maintained a 1 percent revenue increase. Their net revenue was $127.2 billion in 2011. One strategic imitative...
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...Assessment 2 – Outline : ‘The Hewlett Packard Way” Case Study: I chose the ‘Hewlett Packard way’ as last year I spent the whole year as Store manager in a retail position. The first half of the year I managed for a company with a reputation for high staff turnover and in the second half I managed for a company with similar values to Hewlett Packard. Not only were staff members more loyal in the second company but the level of self-driven motivation was second to none. I am passionate about this management style. Contemporary management Issues in relation to this article Issue: HP consistently puts principles derived from Theory Y into practice taking a completely soft model of Human Resource Management approach. However more recently HP have been experiencing problems because of a downturn in the economy and needs to reduce costs. Should HP stick with this approach through this rough patch though more costly? The Company: Hewlett Packard company or HP is a public, manufacturing and professional services sector industry founded in 1939 by William Hewlett and David Packard. It provides It provides computer hardware/software and IT services to consumers, small- and medium-sized businesse and large enterprises. Founders Bill and Dave established a philosophy of management called the ‘HP way’ which is 100% people orientated built on recognition of achievements. Key management Issues: The problem with a purely Theory Y based approach to management saves money...
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...Administration Network Details • Radiology • RIS Data Center • OR/ICU/Ward Floor Systems • IT Data Center Each of the diagrams is described in detail on the following pages of this document. Top View Network Diagram The top view network diagram represents the hospital structure from an Information Technology network perspective. The diagram visually distinguishes between the hospital’s clinical areas and its administrative functions. The clinical areas are: • Emergency Rooms and Operating Rooms • Pharmacy • Labs • Radiology • Doctors personal offices • Wards • Outpatient examining rooms • Intensive Care Units The administrative functions are: • Information Technology Department • Admitting/Discharge • Facilities • Human Resources • Hospital Senior Management • Finance The backbone network structure for the entire hospital is 1000 BaseT. Individual sections of departmental networks such as Radiology use different standards such as 1000 BaseF. The entire hospital has a complete power backup system with automatic cutover to a large diesel motor generator set. Individual departments have local UPS (Uninterruptible Power Supply) as depicted on the individual department network diagrams. HIPAA (Health Insurance Portability and Accountability Act) is rigorously enforced. All patient data files are encrypted for storage using AES (Advanced Encryption Standard). All access to patient data files requires identification and authentication of each user. In...
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...Introduction Bill Hewlett and Dave Packard graduated in electrical engineering from Stanford University in 1935. The company established by Hewlett and Packard in Packard’s garage with an initial capital investment of US$538 during a fellowship in 1939. Hewlett Packard Company commonly referred as ‘HP’. HP product lines include personal computing devices, enterprise servers, related storage devices and diverse range of printers and imaging products. HP Company has been described as one of the most successful companies of the 20th Century. The reason why this company was so successful over such a long period of time may well lie in the management of its corporate culture ‘The HP Way’. The HP Way reflects the personal core values of Bill Hewlett and David Packard, and the translation of those values into a comprehensive set of operating practices, cultural norms, and business strategies (Collins, 2005). However, since the late 1990s, the company has been experiencing a new and different culture is emerging, ‘The New HP Way’. Today, many companies take the tenets of the HP way almost for granted but when first formulated, they were visionary. This report would briefly outline ‘The HP Way’ and ‘The New HP Way’ organisations which is a balance between profits for the owners and shareholders of the company and the rights, job security and working conditions of its employees. * Organisational Behaviour Effective communication & Leadership Behaviour The HP’s way of communicating...
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...Whitman Hewlett Packard is a multinational hardware and software corporation headquartered in Palo Alto, California. The President and Chief Executive Officer of Hewlett Packard is Margaret “Meg” Cushing Whitman. She assumed this role in September of 2011after serving on the Board of Directors for Hewlett Packard (HP). Meg Whitman was born and raised in Long Island, New York where she graduated from high school in just three years. After graduating, she went on to earn a Bachelor of Arts in Economics with honors from Princeton in 1977. She then went on to earn a Master of Business Administration degree in 1979 from Harvard University. Her career began as a Brand Manager for Procter and Gamble, and then she went on to rise from a consultant to a senior Vice President at Bain & Company. Next, she became a Vice President at The Walt Disney Company, a Vice President at Stride Rite Corporation and President and CEO of Florists’ Transworld Delivery. Her tenure at Hasbro had her bringing the British group, Teletubbies, to United States television. Meg Whitman’s major accomplishments came when in 1988 she became Chief Executive Officer of eBay where there were 30 employees and annual revenues of $4 million. Whitman was able to grow the company to about 15,000 employees and annual revenues in excess of $8 billion. A brief stint in politics, using her own money, Whitman ran for Governor of California where she lost the election. She then joined the Board of Directors of Hewlett Packard...
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...Hewlett-Packard Company Company Profile Publication Date: 16 Apr 2010 www.datamonitor.com Europe, Middle East & Africa 119 Farringdon Road London EC1R 3DA United Kingdom t: +44 20 7551 9000 f: +44 20 7551 9090 e: euroinfo@datamonitor.com Americas 245 5th Avenue 4th Floor New York, NY 10016 USA t: +1 212 686 7400 f: +1 212 686 2626 e: usinfo@datamonitor.com Asia Pacific Level 46 2 Park Street Sydney, NSW 2000 Australia t: +61 2 8705 6900 f: +61 2 8088 7405 e: apinfo@datamonitor.com Hewlett-Packard Company ABOUT DATAMONITOR Datamonitor is a leading business information company specializing in industry analysis. Through its proprietary databases and wealth of expertise, Datamonitor provides clients with unbiased expert analysis and in depth forecasts for six industry sectors: Healthcare, Technology, Automotive, Energy, Consumer Markets, and Financial Services. The company also advises clients on the impact that new technology and eCommerce will have on their businesses. Datamonitor maintains its headquarters in London, and regional offices in New York, Frankfurt, and Hong Kong. The company serves the world's largest 5000 companies. Datamonitor's premium reports are based on primary research with industry panels and consumers. We gather information on market segmentation, market growth and pricing, competitors and products. Our experts then interpret this data to produce detailed forecasts and actionable recommendations, helping you create new business opportunities...
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...radiology, and radiology information system data center, information technology data center, and includes the ward floors, the operating room and the intensive care unit. In each section there is a complete detailed description of the network diagrams. Starting with the top view diagram representing the hospital structure from an Information Technology network perspective there are two segments of the network which are the clinical functions and the administrative functions. In the clinical areas include the emergency room and operating room, pharmacy, the labs, radiology, intensive care units, the doctor’s personal offices, and the wards. In the administrative areas are the information technology department, admitting and discharge, human resource, finance, the hospital senior management, and the facilities. The backbone network structure for the entire hospital is 1000 BaseT. According to "1000base-T Delivering Gigabit Intelligence" (n.d.), “1000BASE-T specifies Gigabit Ethernet operation over the Category 5 cabling systems installed according to the specifications of ANSI/TIA/EIA-568A (1995). 1000BASE-T also supports 1000 Mbps operation over the newest emerging EIA/TIA cabling specifications Category 5e”. Individual sections of departmental networks such as Radiology use different standards such as 1000 BaseF. According to "1000basef Or 1000base-F" (n.d.), “1000BaseF, also known as 1000Base-F, is a...
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...radiology, and radiology information system data center, information technology data center, and includes the ward floors, the operating room and the intensive care unit. In each section there is a complete detailed description of the network diagrams. Starting with the top view diagram representing the hospital structure from an Information Technology network perspective there are two segments of the network which are the clinical functions and the administrative functions. In the clinical areas include the emergency room and operating room, pharmacy, the labs, radiology, intensive care units, the doctor’s personal offices, and the wards. In the administrative areas are the information technology department, admitting and discharge, human resource, finance, the hospital senior management, and the facilities. The backbone network structure for the entire hospital is 1000 BaseT. According to "1000base-T Delivering Gigabit Intelligence" (n.d.), “1000BASE-T specifies Gigabit Ethernet operation over the Category 5 cabling systems installed according to the specifications of ANSI/TIA/EIA-568A (1995). 1000BASE-T also supports 1000 Mbps operation over the newest emerging EIA/TIA cabling specifications Category 5e”. Individual sections of departmental networks such as Radiology use different...
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...Data Center * OR/ICU/Ward Floor Systems * IT Data Center Each of the diagrams is described in detail on the following pages of this document. Top View Network Diagram The top view network diagram represents the hospital structure from an Information Technology network perspective. The diagram visually distinguishes between the hospital’s clinical areas and its administrative functions. The clinical areas are: * Emergency Rooms and Operating Rooms * Pharmacy * Labs * Radiology * Doctors personal offices * Wards * Outpatient examining rooms * Intensive Care Units The administrative functions are: * Information Technology Department * Admitting/Discharge * Facilities * Human Resources * Hospital Senior Management * Finance The backbone network structure for the entire hospital is 1000 BaseT. Individual sections of departmental networks such as Radiology use different standards such as 1000 BaseF. The entire hospital has a complete power backup system with automatic cutover to a large diesel motor generator set. Individual departments have local UPS (Uninterruptible Power Supply) as depicted on the individual department network diagrams. HIPAA (Health Insurance Portability and Accountability Act) is rigorously enforced. All patient data files are encrypted for storage using AES (Advanced Encryption Standard). All access to patient data files requires identification and authentication of each user...
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...organizations, periodic performance appraisals are a formal method of evaluating employee work and determining merit increases. Noe, Hollenbeck, Gerhart and Wright (2003) suggest there are three key aspects of the performance appraisal process: (1) establishing mutual goals and objectives, (2) using a valid and objective measurement method, and (3) linking employee performance to compensation. This case study will define the performance appraisal process, these three aspects of performance appraisals, discuss their importance, and illustrate their general impact upon the organization. Finally, specific company examples will be offered to demonstrate how these appraisal steps are practiced at Hewlett-Packard, New York Life Insurance, and IBM. Establishing Mutual Goals and Objectives at Hewlett-Packard According to Noe et al. (2003), many companies establish goals and objectives as a means of communicating desired employee performance targets. The authors suggest that company interests can only be achieved when those interests are aligned with the skills and energies of the individual employee. A process of negotiation and compromise must occur between management and the employee in order to define specific standards of performance that match both corporate goals and individual abilities and interests. Noe et al. go on to report that mutual goal setting is an essential first step in the performance appraisal process and is required to provide a foundation for assessing both past...
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...organization, alleviate the conflict and contradictions in the organization (Robbins and Coutler, 2009). However, in daily organizational communication, there are many communicative barriers, which affect staffs’ information delivery, and affect the enhancement of the company’s performance, affecting staffs’ personal career development (Klein, 1996). For example, in the management field, there is a famous dual 50% theorem that managers use more than 50%'s time in communication; however, more than 50% of the barriers in management is generated in communication. This essay will identify some barriers to communication in organization. Additionally, this essay will put up some useful methods for improving communication based on the case of Hewlett-Packard Co. Ltd. The company's information delivery chain in different position levels, the company's scale, staff position and title as well as cultural difference may bring in communication barriers for the company.To eliminate the communication barrier in the company management, the organization should utilize effective methods (Rothstein et al, 1958). In below, HP’s case will be applied to analyze how to avoid communication barrier in the organization to achieve effective communication. HP focuses on creating best communication atmosphere for staffs, and it stipulates many relevant...
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...1) ‘HP Way ‘is a set of primary values that define how workforce and the company are to perform. These values have become the foundation of the “HP Way”. It is an objective-oriented philosophy, where each constituency can share the same principles and work toward a common goal. The primary values of the HP Way are trust and respect for individuals; high level of achievement and contribution; conducting business with uncompromising integrity; common objectives through teamwork; innovation and flexibility. The company’s founder put focus not only on to make creative products but also to create supportive corporate culture. The Company has many personnel policies and internal structures which support these values and each policy complement and support each other. The activities of HP employees are guided by a comprehensive system of management by objectives (MBO). The greatest advantage of MBO is that objectives are goals, not specific tasks handed out by management. Goals can be achieved in multiple ways and it is expected from employees to find their own best ways to meet these goals. Job autonomy encourages creativity in the workplace and increase the sense of accountability to employees. From the beginning HP instituted participative management style to foster teamwork, trust, openness and cooperation. Teamwork is practiced within divisions between R & D, manufacturing, marketing, and finance. Through participative decision-making HP is...
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