So if Cisco is going to merger with a Japanese company, it had better not to take great changes to the original company. We have found that a simple, informal check-in creates the foundation for meaningful discussions. New organizational framework greatly improves operations. And we can recognize some of the culture differences based on Hofstede’ study (Figure 1). Since listing in 1990, Cisco’s annual revenue has risen from $69 million to $49.161 billion in 2016, getting net income of $7.9 and ranking 183rd in the world’s top 500 enterprises in 2016 [1] . Join us as our wireless experts give a deep dive on the new Wi-Fi 6-enabled Cisco Catalyst 9130 Access Points and the embedded wireless controller (EWC). Copyright © 2006-2021 Scientific Research Publishing Inc. All Rights Reserved. The methods ensures implement employment strategies based on the values of the search, which can reduce staff training costs and drain costs, and improve staff efficiency. Larger human resource departments often use detailed, advanced data gathering and statistical analysis techniques to test the success of their initiatives. You can find the complete list here. Different sources of candidates can be reached using different methods of recruiting. As mentioned before, the culture of Cisco is diverse and inclusive, and their recruitment is always emphasize equality. Followed by is the list of what Cisco offers in the “Total Rewards”: Ÿ• Health and wellness benefits through our Health Connections program; Ÿ• Development and career progression opportunities; According to the list above we can see that Cisco’s “Total Rewards” not only include the essential salaries, but also contains benefits such as rewarding employees with stock incentives, promoting flexible work practices, affordable health coverage, and a series of employee and family assistance programs. However, in the rest three. An Academic Publisher, The Success of Cisco Systems, Inc.’s Human Resource Management Strategy (). Leadership Development Partner, Organizational Effectiveness & Learning at Cisco Meraki San Francisco State University View profile View profile badges Developing an inclusive workplace starts with recruitment from a diverse pool of candidates. Cisco believes that the diversification of staff can enable them to have the opportunity to contact with new ideas, get better decision-making and bring them a competitive advantage. Scholars have distinguished between hard and soft approaches of human resource management, typically by the Michigan model and Harvard model respectively. Basically there are three approaches to the staff policy: ethnocentric approach, polycentric approach, and geocentric approach. Therefore, when Cisco has to have a thoroughly clearly understanding of their target country’s culture to avoid certain conflicts made by culture clashes. In order to solve this problem, Cisco starts to run a program (Pac-Rim Asian Leadership Development Program) to help those people from Asian and Pacific Rim to develop skills that are useful for senior management [13] . User Solution Empowerment (USE) helps your employees adopt collaboration technology with greater speed and effectiveness through customized processes, tools, and techniques. However, in fact, most of the cross border merger cases resulted in not achieving their anticipated strategy and financial goals. Hackers demonstrate a level of sophistication and professionalism that challenges the business’s ability to cope. In recent years, as economic globalization process deepen gradually, an increasingly number of companies are “going outside” as a growth strategy in order to become a more competitive global player. Get the 5 steps to maximise talent potential. Human resources are the most critical resources in all social resources, which are also important for enterprises. Such employment philosophy has expressed vividly in Cisco’s fair treatment to everyone on the team. The rich mix of perspectives and experiences that the employees bring to the company enables Cisco to understand the needs of their customers around the world better and create more innovative products or services to meet these needs. 1 job of a leader. Enterprise IT can take advantage of Cisco network-enabled technologies that can transform organizations and help them thrive in a dynamic business It aligns closely with not only existing company policies, especially human resource policies, but also any other policy that mentions security-related issues, such as issues concerning email, computer use, or related IT subjects. What does it really mean? This is the most natural way to teach leaders to build inclusion into their day-to-day interactions and frame of mind. After the reorg, employees weren’t getting pulled out of meetings or getting called after their regular hours for emergencies—there was a clearly identified “expert” for each area. At Cisco we’ve been researching, analyzing, prodding and experimenting to reinvent the ways we drive performance, empower and create a differentiated experience for our people and how we lead. The governing policy outlines the security concepts that are important to the company for managers and technical custodians: 1. Figure 1. Employees are involved in the determining realizing strategic objectives [5] . Nevertheless, people from Asian and Pacific Rim still remain underrepresented in the senior management team. Journal of Service Science and Managemen... School of Government, Beijing Normal University, Beijing, China, Creative Commons Attribution 4.0 International License. Financial goals take on a second job within the company making the resource. 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