...The key difference was how the link into the businesses would be structured and what services would be provided. Also, the cost savings would be $2.7 million for the hybrid structure and $3.1 million for the centralized approach. Under the centralized organizational structure, there was a single large group of field HR reps, each handling 10 to 15 plants and an administrative staff of about five people who would operate across all business divisions and be basically "on call" to serve the needs of the businesses. The field HR reps would perform basic-level employee relations functions and ensure legal compliance as well as communicate HR program changes and consult one on one with plant-level line managers on plant-level HR issues. The design of more strategic programs that would support overall business needs would come from the Centers of Excellence group. Business unit leaders would contact Centers of Excellence people directly with needs. The cost for this organizational structure was the lowest of the two, since there would not be much support directly provided to the general managers of each business. Instead, most support would be directed at the plant level, where most employees resided. Under the hybrid organizational model, there would be few people left in at the business unit level. The company would be organized by two sectors: consumer and industrial. Each sector would be led by a VP of HR. He or she would have a director of employee relations and a director...
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...environmental factors in which Sonoco operated. Earlier, factors such as competition, customers, resources, technology and laws and regulations did not impact Sonoco’s business to the extent it did, in 1990s. It was more complacent and lost edge in technology and innovation. It failed to utilize information technology to its advantage. Sonoco experienced new organizational environmental changes such as integration of the markets, disappearing of geographical barriers and condensing of time to delivery. It now must adapt to new global marketplace in order to maintain a successful business. One can say that Sonoco was operating in an organizational environment which was gradually changing from static and simple (low uncertainty) to a more dynamic and complex (high uncertainty) organizational environment. It was a shift from ERA 1 to ERA 3 organizational design. Before Cindy Hardley joined the organization, Sonoco’s organizational structure resembled more of a multidivisional structure as division HR managers reported directly to the general managers of self contained divisions, and corporate HR was responsible for overseeing the activities of the managers heading each divisions. It was more of a decentralized siloed structured and processes and services provided differ from one business to another. This kind of structure has its own strength and weaknesses which are discussed below: Strength: i. Promoting a family-friendly and team oriented culture. Sonoco fits perfectly into the...
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...Capital Structure of Sonoco By: Glenn C. Mack FIN 560 Financial Management of the Enterprise Salem International University June 15th 2014 In finance, capital structure refers to the way a corporation finances its assets through some combination of equity, debt, or hybrid securities. A firm's capital structure is then the composition or 'structure' of its liabilities. For example, a firm that sells $20 billion in equity and $80 billion in debt is said to be 20% equity-financed and 80% debt-financed. The firm's ratio of debt to total financing, 80% in this example, is referred to as the firm's leverage. In reality, capital structure may be highly complex and include dozens of sources. Gearing Ratio is the proportion of the capital employed of the firm which come from outside of the business finance, e.g. by taking a short term loan etc. (http://en.wikipedia.org/wiki/Capital_structure). Introduction Packaging is the expertise of protecting a product for distributing, storage, sale, and use. Research shows that packaging can be traced back to the ancient times. In this research paper we will be looking at the company Sonoco Products history, capital adequacy, its cash flow, its financing history and future plans. This company has a personal attachment to my family. It supported 3 generations of my family financially. My great grandfather (Tommy Mack) started working with the company in the 1940’s. Grandfather (Lee...
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...MGT 512 - Human Resources Sonoco Products Company (A): Building a World-Class HR Organization (Abridged) 1.Which option would best suit a changing industry in which only the flexible survive? Where innovation is significant, it is also vital to certify that employees entering into the firm are productive and adaptable with the approach of the company. Sonoco is part of an ever changing, fast paced, market where reacting to changes is not only necessary, but, is crucial to their future existence. A hybrid structure where divisions would have some direct involvement with planning, personnel programs, compensation, and benefits would be ideal. The key advantage to this particular structure is that it would leave a form of divisional Human Resource management in tact where general management would be provided with necessary information. Sonoco is a global organization. Companies that are global are usually very complex consisting of different divisions allowing for diversity of business cultures to coexist. A global company is worldwide and they operate in many countries, each with their own exclusive set of social customs. Employee learning essentials and the company’s product offerings may be fundamentally different from country to country. Therefore, one-size fits all solution does not fit global organizations due to their various learning demands. Training needs are customized to match divisional needs, local needs, as well as specific business requirements...
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...For the exclusive use of S. AL OBAIDLI 9-405-009 REV: SEPTEMBER 22, 2005 DAVID THOMAS BORIS GROYSBERG CATE REAVIS Sonoco Products Company (A): Building a WorldClass HR Organization Your business is only going to be as good as the people you’ve got. You can have the best strategy in the world, but if you don’t have effective execution by people, it’s going to fail. — Harris DeLoach, Sonoco CEO In order to make progress, we had to somehow decide what things were going to be the same across the company and what things could be or needed to be different to support the businesses. There was a balance that we needed to figure out. — Cindy Hartley, Senior VP, Human Resources It was late August 2000. Cindy Hartley, senior vice president of human resources (HR) at Sonoco, a 100-year-old global provider of industrial and consumer packaging and related services, was meeting with five members of her reorganization task force comprising the heads of employee relations and organizational development, the company’s chief labor attorney, and two key divisional HR directors. Looking to cut costs across the company, the company’s newly appointed CEO had asked Hartley to come up with at least two potential new HR structures that would reduce the function’s costs by 20%, or $2.8 million. But there were other equally pressing reasons for the reorganization. Number one was to ensure top-level accountability for talent management and upgrading. The second reason was to provide...
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...Strategic Choice and Evaluation STR/581 July 13, 2015 Strategic Choice and Evaluation The Sonoco Products plant in Memphis, TN has been in business for over 40 years. Many of the operations have been very manual. The plant was just introduced to the new technology of supply chain. Of course many of the productions workers are having being brought up to speed to the new technology. Production workers have the responsibility of entering the umbers into the system in which they produce. It is very critical that the numbers that they enter are accurate. However, in order to assure accuracy, one must understand how the system works. In this industry, it is very important that the workers understand the essence of their job and how critical it is that each worker does their part tot he fullest. To assure long term operation of this plant, strategic choices have been made to ensure successful generic strategy, value discipline, and overall grand strategy for Sonoco Products. Generic Strategy Pearce and Robinson (2013), describes generic strategy as the core idea about how a firm can best compete in the marketplace. Sonoco Products is a company that is always about bettering their customers as well as their employees. There have been several changes made to the process of operations and leadership throughout the business. Value Discipline I am having a little trouble trying to find the right words for this section. Team, I need your comments on...
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...Electronic Submission Coversheet * Please complete and insert this form as the first page of your electronic submission. * Submit the assignment with attached coversheet electronically through the Wolf E-submission gateway * Please make sure you keep a copy of your assignment. Student Details Surname | ADEYEYE | Given name | BABATUNDE .K. | Student Number | 1015631 | Email | meet_tunashi@yahoo.com | Assignment Details Module name | Managing Human Resources | Module Code | 7HR011 | Managing Human Resources | | 7HR011 | Dr Anosike. U. Paschal | Due date | 8/01/12 | | Assignment title | Task 2 | All forms of plagiarism, cheating and unauthorized collusion are regarded seriously by the University and could result in penalties including failure in the unit and possible exclusion from the University. If you are in doubt, please read the following web page. Student’s Declaration By submitting this assignment I SIGNAL & DECLARE my knowledge and agreement to the following: - Except where I have indicated, the work I am submitting in this assignment is my own work and has not been submitted for assessment in another unit or for any other purpose. This work conforms to the instructions and submission guidelines as contained in the assessment briefing and the module guide respectively. This submission complies with University of Wolverhampton policies regarding plagiarism, cheating and collusion. I acknowledge and agree that the...
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...Where innovation is significant, it is also vital to certify that employees entering into the firm are productive and adaptable with the approach of the company. Sonoco is part of an ever changing, fast paced, market where reacting to changes is not only necessary, but, is crucial to their future existence. A hybrid structure where divisions would have some direct involvement with planning, personnel programs, compensation, and benefits would be ideal. The key advantage to this particular structure is that it would leave a form of divisional Human Resource management in tact where general management would be provided with necessary information. Sonoco is a global organization. Companies that are global are usually very complex consisting of different divisions allowing for diversity of business cultures to coexist. A global company is worldwide and they operate in many countries, each with their own exclusive set of social customs. Employee learning essentials and the company’s product offerings may be fundamentally different from country to country. Therefore, one-size fits all solution does not fit global organizations due to their various learning demands. Training needs are customized to match divisional needs, local needs, as well as specific business requirements. A centralized system and a smaller decentralized system surrounding this entity will simply co-exist without any governance. As a result, problems will occur. The hybrid blend of a decentralized...
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...profitable growth for yourself. One company that manufactured resins used in exterior paints discovered this firsthand. By researching the needs of commercial painting contractors—a key customer segment—the company learned that labor constituted the lion’s share of contractors’ costs, while paint made up just 15% of costs. Armed with this insight, the resin maker emphasized that its product dried so fast that contractors could apply two coats in one day—substantially lowering labor costs. Customers snapped up the product—and happily shelled out a 40% price premium for it. To craft compelling customer value propositions: UNDERSTAND CUSTOMERS’ BUSINESSES Invest time and effort to understand your customers’ businesses and identify their unique requirements and preferences. Example: The resin manufacturer deepened its understanding of key customers in several ways. It enrolled managers in courses on how painting contractors estimate jobs. It conducted focus groups and field tests to study products’ performance on crucial criteria. It also asked customers to identify performance trade-offs they were willing to make and to indicate their willingness to pay for paints that delivered enhanced performance. And it stayed current on customer needs by joining industry associations composed of key customer segments. SUBSTANTIATE YOUR VALUE CLAIMS “We can save you money!” won’t cut it as a customer value proposition. Back up this claim in accessible, persuasive...
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...Session No. & Date Case Group Number Article Presentation Group Number 1 (7/1) 2 (8/1) Sonoco Products 1, 7,13 A new Mandate for HRM All Groups 3 (11/1) Leisure Company 13 4 (12/1) VRS at SBI 2,8 Planning with People in Mind 12 5 (15/1) Turn the Job into the job you want 21st Job description 11 6 (18/1) Blinds to go 3,9 Recruitment Advertising 10 7 (21/1) Bit Stream* 4,10 Hiring without firing All Groups 8 (22/1) A Four step model for teaching …. 9 9 (24/1) Performance Management at Vitality* 5,11 An uneasy look at Performance Appraisal 8 10 (29/1) Gentleman’s three 11 (8/2) Rob Parson at Morgan Stanley (A) 6,12 When workers rate the boss 7 12 (11/2) Sales force training at Arrow Electronics 13,1 Breakthrough in on-the-job training 6 13 (16/2) Alex Montana at ESH 2,8 How to hang on to your high potential The talent innovation imperative All Groups 14 (19/2) Zensar 3,7 How to cultivate engaged employees 5 15 (22/2) When Salaries aren’t secret 4 16 (26/2) 17 (28/2) WrapItup: Developing a new compensation plan 4,9 Why incentive plans cannot work 3 18 (4/3) Workers strike thrice in five months 5,10 Discipline without punishment 2 19 (8/3) Leading Change at Simmons 6,11,12 Change for Change’s sake 1 20 (12/3) Student led...
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...Faculty contact (Email-id and Mobile) : ravindra.dey@gmail.com +919820306565 Required text book : Human Resource Management: Text and Cases 7th Edition – K. Aswathappa Additional / Suggested Readings : 1. Human Resource Management – 12th Edition – Gary Dessler & Biju Varkkey 2. Strategic Human Resource Management: A Resource Driven Perspective 1st Edition – Pulak Das Course Objectives: • Developing an awareness and appreciation of the role of contribution of HRM in organizations • Understanding significance of various HRM activities such as Manpower Planning, Selection, Recruitment, Performance Evaluation, Learning and Development, Compensation & Benefits at the functional, operational and strategic levels of the organization • Analyzing the effectiveness of human resource policy and functions within the organization • Understanding the challenges of managing a global workforce to ensure engagement for high performance. Pedagogy: The teaching / learning methodology for the course is based on discussion of readings and cases supported with Role plays and Lectures through ppt. Session wise details: Session Coverage Case Studies Required Pre-Reading 1 Importance, scope and challenges of HRM in organizations (98204) Why doesn’t this HR Department get any respect? – Robert Galford Section 1: Chapter 1 – 3 - K. Aswathappa HBR Articles: (98111) 1. A new mandate for Human Resources –...
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...STRATEGIC HUMAN RESOURCE MANAGEMENT MANAGEMENT 5340 Fall 2011 EXECUTIVE MASTER OF BUSINESS ADMINISTRATION (EMBA) Shanghai Modern human resource management may be viewed as a process of acquisition, development, utilization, and maintenance of a human resource mix (people and positions) to achieve strategic organizational goals and objectives. The purpose of this course is to provide the student with an understanding of human resource management from theoretical, practical, and empirical viewpoints. Material will be presented and discussed from the perspective of the operating or line manager as well as the human resource specialist. Attention will be devoted to the various contexts of human resource management, basic techniques and methods, and the changing nature of managing human resources. More specifically, our concerns will include human resource and employment planning, employee recruitment and selection, training and development, performance planning and evaluation, compensation administration, organizational career management, structure of the human resource function, and the strategic role of human resource management. Objectives of the Course: During the course, the student will hopefully progress toward attainment of the following objectives: 1. Become familiar with the human resource management process (or HR value chain) and its key elements: a. Organization and human resource goals and strategies b. Human resource...
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...Welcome to Strategic Human Resource Management Course Number: MBA 786 School of Business & Technology University of Wisconsin - Parkside 6:00 - 9:15 p.m. Wednesdays, Molinaro 167 October 29 – December 17 Fall Semester 2008 “…if we are to have citizens who can live constructively in this kaleidoscopically changing world, we can only have them if we are willing for them to become self-starting, self-initiating learners.” Carl Rogers Contacting the Instructor Professor: Dr. Karen Crooker Phone/Voice Mail: 595-2348 (worst way to contact) Office: Molinaro 349 Fax: 595-2680 (label to my attention) E-mail: crooker@uwp.edu (best way to contact) Address: UWP, Department of Business, PO Box 2000, Kenosha, WI 53141-2000 Web page: http://uwp.edu/~crooker/ Office hours: 3:15 – 4:30 p.m., Mondays & Wednesday. Other times by appointment. Course Description Using human resource management systems to create and sustain competitive advantage. Emphasis on an integrative framework that requires linkage between, as well as consistency among, functional HR activities and their alignment with and reinforcement of the organization’s competitive strategy. Course Objectives The goal of this course is to help students develop their knowledge, skills, and abilities in the following areas. At the conclusion of this course, students should be able to ✓ Name competitive...
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...Maurice Deloach 4600 Meadowcroft Rd, Greensboro, NC 27406 (C) 252-885-5996 E-Mail: mdeloach2004@yahoo.com Summary Diversified manufacturing experience in high and low volume production with an extensive background in manufacturing, process and industrial engineering. Demonstrated success in introducing new products into production, and in developing, implementing and managing new processes to improve quality and productivity. Hands-on experience in fabrication, machining, assembly and lean manufacturing. Creative analytical problem solver with excellent team-building skills. Professional Experience Deere-Hitachi-Kernersville, NC Assembly Engineer/Analyst (CONTRACT) 12/2012-6/2013 Provide support for day to day operations, new product introductions, and long range projects and planning. The support will relate primarily to safety, quality, productivity, and delivery initiatives for assembly. * Develop Operational Method Sheets (OMS) – Detailed description of the related process, through the utilization of 2D and 3-D CAD. * Responsible for the development, maintenance, and management of the manufacturing Where-Used Bill of Material (BOM). All material utilized in the manufacturing process from fabrication through machining is accounted for in this document. The storage and point of use location is maintained in an Excel document. *...
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...Sealed Air: Cryovac Market driven strategy is not about being the first in the market, but is about thinking and listening so that product we create is simple and meets redifined needs. Sometimes, the idea when we think out of the box can give new glimpses about what we might be possible to market, and become boom in the market. But the theorically about market driven startegy is that the market and the consumers that form the market should be the starting point in business strategy. To be in the market, company must have to create something what consumer need. It might be from existing products and services or new development of that particular products and services. Food processing industry is an important to the growth of food and beverage industry. The increased demand for processed food and beverages has in turn escalated the needs for innovative food processing and packaging equipment and technology, making it major contribution to the economy. Packaging plays a key factor in gaining the attention of consumers whenthey make their purchasing decisions, especially to the highly aware of hygeinic consumers. Innovation in the area of packaging has become increasingly important driven by consumer demand and the need to address environmental issues. The Cryovac brand leads the way in providing market driven solutions. The new packaging types and designs, as evidenced in the food and beverage sector, are frequently aimed at offering simplicity, cost-reduction and materials...
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