Showing posts with label human. Show all posts
Showing posts with label human. Show all posts

AkzoNobel has become the best friend of China through Dulux's human and his dog

 

Buying paint for a home in China is an emotional relationship with your supplier. The courtship ritual lasts three or four months. There are repeated meetings with councillors trained in rudimentary psychology.


Rising to this Confucian challenge, Dulux is opening 15 stores a week in the country. It is pushing deeper into the "second-tier" cities (those that may not have registered on your radar screen with just 4m to 6m people, such as Ningbo) and further into the hinterland of Hubei, Hunan and Sichuan. It already has 3,000 outlets and a third of total market share on the eastern seaboard, all produced at plants up and down China.


The winning allure, surprisingly, is Dulux's old English sheepdog peering out of paint pots through a mop of white hair. "Having a dog in China has become a status symbol," said Karen Yin, Dulux's marketing director in China. "A dog represents loyalty and the warmth of the family."


You see pampered lapdogs being carried on Shanghai streets these days, often wrapped in cloaks. The ancient practice of eating the animals – let alone canine farming – is viewed with revulsion by the rising middle class, and may soon be banned.


The company's TV adverts feature the Dulux dog walking and wagging through bamboo forests with children, while the narrator explains that the paint contains bamboo chips to absorb toxins.


"The technology in our paints makes it odourless. Chinese consumers are very conscious of health risks and wary of chemicals. They often don't move into a new apartment for several months to let it breathe," she said. This cultural quirk might help to explain in part why the property vacancy rate based on electricity usage seems abnormally high in China.


Dr Wijers, a former Dutch economy minister, said China, India and Brazil are the triple spearheads of AkzoNobel's global expansion, and it is the ICI acquisition that has opened the doors.


The group is world number one in both paints and protective coatings – typically for bridges, pipelines, harbours, ships, planes and cars – with a third line in speciality chemicals. It employs 57,000 people.


"About five years ago I looked at our position in Asia, and I realised we were too late in the game. We were sixth, seventh, eighth place in different countries and far behind rivals like ICI. From a strategic point of view, the acquisition absolutely made sense."


"I understand that for the British people ICI was the bellwether of British industry, but that was a long, long time ago," he said.


The reduction of ICI to a corporate division of a Dutch rival was an inglorious end for a name that had given the world plastic, perspex and terelyne and armed the Empire.


By then ICI been led into a cul-de-sac by blunder after blunder in pursuit of "shareholder value" - that curse of UK Ltd. The Zeneca spin-off in the 1990s started the slide, and debt-driven acquisitions at the top of the market did the rest. Leverage kills. "We did it differently," said Dr Wijers, acidly.


ICI was a case of lions led by donkeys. Beneath the top echelon, managers ran "a very tight ship". If anything, the merger was a reverse takeover, at least in decorative paints. "It was not their fault that bad decisions were made," he said.


The job losses from synergies were mostly on the Continent, not in Britain, though the Georgian HQ at Manchester Square met a swift end. ICI managers came out better than level. "We decided not to impose our way on them but learn from their success, and apply it across AkzoNobel. You can argue that it has worked out better for the UK in terms of real high-value business."


"We are a better home because a company strapped for cash cannot invest. ICI staff know they are now part of the undisputed leader in their industry. They have a future," he said.


Dr Wijers said AkzoNobel paid "a stiff price" for ICI but did so in cash – not debt – helping it to weather the global industrial collapse of 2008-2009. Dr Wijers was reproached at the time for underestimating the severity of the US and Club Med housing busts, but he was not alone in that.


"I can still tell my shareholders that we will create positive value [EVA] in the fourth year of the acquisition, which is amazing," he said. The group's earnings before interest, tax, depreciation and amortisation margin was 14.8pc in the third quarter, down from 15.4pc a year ago on rising raw material costs.


There will be no more adventures along the lines of ICI. AkzoNobel is aiming to lift its turnover from €14bn (£11.8bn) to €20bn within five years through organic growth, doubling sales to €3bn in China – by then its biggest market. It hopes to quadruple growth in India, though from a lower base.


Analysts suspect that such growth can be achieved only by takeovers in areas of the world that are suspiciously fashionable, and that Dr Wijers will pay too much to meet a trophy headline. Fear that he may pay too much is perhaps why the share price has languished at €42, a third of its 2007 highs. He is determined to prove them wrong.


The company has just opened a chelates and ethylene oxide plant in Ningbo for €275m, the largest single investment in AkzoNobel's history. It is entirely run by Chinese managers, and will supply the regional market. "This is the world's most advanced technology. We haven't held anything back," he said.


By the middle of the decade, AkzoNobel will no longer be a European company. It will metamorphose into an Asian company – even if still operating under Dutch law from corporate offices in Amsterdam.


This strategy has its own risks as emerging Asia grapples with rising inflation, and perhaps the first hints of stagflation. Yet what seems clear is that the West will be nursing its wounds for a long time after letting rip on debt.


"Deleveraging hurts," said Dr Wijers.


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Within human resources: interview with Cathy Turner, Director of human resources from Barclays

Ago and continues to be a significant change in the banking sector. Implementation of this change with success depends on the participation of colleagues throughout organization, while ensuring that we continue to offer its customers and clients.

Give an example of how HR has been important to your business bottom line.

When we acquired part of Lehman Brothers, HR has played a key role in the acquisition and implementation subséquente.Nous have managed the transition on our activities of 10,000 new colleagues over a weekend.

What three skills a human resources manager must possess?

Be very commercial, service and control and have strong values.

What is the worst on RH?

HR is a challenging and varied role but still attract enough people.

How the recession has changed HR in your organization?

Barclays has remained profitable, independent from the crisis the consequences of this is that our turnover rate employee financière.Une was reduced, and is perceived as an ideal place to work in financial services.

How the recession is the banking sector specifically?

There is more emphasis on governance and management of risks, candidates must demonstrate that they understand the environment us work and recognize that all we need to rebuild confidence in the sector.

What is the greatest risk you took to get where you are today?

I was on the verge of changing businesses when I asked me to become the Director of investor relations at Barclays .c ' is a high risk that this was a complete change of direction for me but it considerably broadens my experience.

The three words would you use to describe yourself?

Thoughtful, entertaining and trained.

What is the main challenge of human resources in the next five years?

Financial services in particular, it is incorporating regulatory changes and dealing with ambiguity in the meantime .more generally, HR must understand the changing expectations of our future workforce — the so-called "learners".

How Barclays to keep staff?

Talent management is our number one HR priority.

This piece of advice would you give to job seekers looking to join Barclays?

Take the time to understand the Organization, what we do and the challenges.

What is the most boring piece of jargon management?

"Run this place the flagpole and see who salutes.

What is the best piece of advice for those who seek to be at the Director level?

With an interest in the success of others and be thinking, self-aware on your own development needs.

The name of a leader who inspires you.

Many leaders of inspiration for me, but a very recent inspirational leader Luis Urzúa, Chilean miners trapped which led them to safety after 66 underground days rationing food and maintain the moral.Il shift supervisor is a very spectacular example of the line as a leader Manager.

What is the worst thing anyone can do in a job interview?

Keeping their passion and their enthusiasm in secret.

Played you in the movie of your life and why?

Holly Hunter since the days of news.

Summarize your philosophy on life in a sentence.

Be bold, always provide promises and treat people with respect.

Telegraph jobs seeks the highest leaders of persons or company responsible HR human resources functionality this colonne.Envoyer appointments@telegraph.co.uk ideas


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GM Dan Akerson: human direction reversal

He was appointed Chief Executive automotive manufacturer in August after the surprise that Ed Whitacre, who had led the company back to profitability, stood beside announcement. This is in spite of the Akerson just as GM for a little over a year and have no further experience of work in the automotive industry. As fourth Executive Director of GM in 18 months, his battle to ensure stability seemed vast.

However, Akerson, 61, may not be a veteran of the industry, but neither was Alan Mulally, the pattern of Ford announced, when he was appointed in 2006.

Akerson joins the company with an impressive CV and a GM difficile.Avant reputation, he managed Director and head of global private equity group Carlyle, redemption until he had shone in the industry as a patron of Nextel and MCI Telecommunications.

A keen golfer, the Akerson worldwide private equity success is considered led to him raise a fortune of about 200 m $ (£ 125 m).

Born in California from son of a man in the army, he is a graduate of the U.S. Naval Academy in 1970 with a degree in science and engineering and also holds a master's degree from the London School of Economics.

He was brought to the jury on GMOs by automotive Obama administration task force, identified as a hard Taskmaster challenge strategy GM.Aux along with four other appointments of Government, including Whitacre, it is understood to have become engrossed in the constructor, questioning the decisions and play a role in the decisions at the end of 2009 to oust Henderson and the sale of a stake in Opel and Vauxhall, its European firms scrap.

On the appointment of Chief Executive, he said: "there are remarkable for the new mechanism possibilities, and I am honoured to lead the company through this chapter suivant.Ed Whitacre created a foundation on which we will continue to build a large car company."


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Plan for the BBC to remove human resources Council sends "bad signal".

However, a little more than a year on the appointment of Ms. Adam "enormous pressure" policy on BBC forced to revise its operation - structure and role of the HR for the team to the top of the page. The position of HR has effectively was "demoted" for a new Subcommittee according to hunters.

The "bad signal".

Will be Trenchard, Director of research of the peak, executive recruitment office specializes in media and broadcasting, said: "I think that removing human resources Council is related to an adverse effect on the way in which society values HR."In some organizations it can send a wrong signal on the development and career progression. ?

Jonathan Krogdahl, a headhunter in The Curzon Partnership, said: "HR still wishes to the Board of Directors .the challenge for advice and the Chief Executive is to define that overwork .c ' is a shame, the BBC has taken the decision to remove human resources of the Commission."But as there is more pressure on the performance of enterprises, organizations are looking for ways to make themselves less crying.?

The BBC has announced a raft change management Wednesday, its goal to increase management accountability and reduce 25pc at the end of next year's Senior Manager payroll.

Mrs. Adams is resigning Council and join a new Committee operating directly below the level of the Board of Directors, headed by the chief operating Thomson.Peter Salmon, Director of the BBC, North Carolina will also resign from the Council for the new.

A further two executives, including Deputy Director General Mark Byford, are attached to leave organization of radical cuts to top managers of the page.

Ms. Adams joined the BBC's firm of brother Eversheds, where she was Director of human resources since 2008.In an e-mail to the staff of the BBC, it said that it "fully supports" changes.

Future plans

However, recruitment experts expect that despite his public show of support for the changes, Ms. Adams, who was unavailable for comment, could leave the broadcaster "six months".

Mr. Trenchard said: "I would have thought let [Mrs. Adams]."Mainly because it is a large-scale position and to take a step at the bottom or side, it perhaps undermines his career.

An other headhunting, who wishes to remain anonymous, said Ms. Adams was "ambitious" and strive to further broadcaster on foot in the coming months.

He said: "I doubt many will rester.Elle is clearly motivated and see this as an opportunity to go to another company and say"I wanted to be the Board of Directors and now I'm not"."

The headhunting argued that Ms. Adams would probably leave the BBC for three to six months of "" when picked up the labour market.

However, Mike Emmott, Advisor relationships employed at the Chartered Institute of personnel and development, stated that the decision to remove human resources of the Commission must necessarily be interpreted as a "downgrading" to the fonction.Il was not unusual that managers of human resources in the areas having a seat on a Committee operating just below the level of the Council, he said, and they often have a significant influence over management decisions.

Business and human resources

Dr. Emmott said: "the real problem is how HR company purposesyou drives can be on a Board and have relatively little influence .the relationship between the Chief Executive and Director of human resources is more crucial where the individual HR is assis.Il did y nothing to stop this relationship unfolding and be fruitful, if people are on the map or."

He added that the BBC was under "enormous pressure politics" to prove that he was a lean organization with hierarchical clear and transparent management team. ""It has to do something in response to political pressure", he said.

A BBC spokesman said: "Lucy Adams, Director of the BBC, people will continue in his role and join the new BBC operating is the Executive Board will take the decisions of the Group Management Committee."

"Lucy in fact more responsibilities will assume also the monitoring of the BBC in the workplace, our division headed by Chris Kane property and will be also the monitoring of health & safety and continuity it there is no increase in its termes.Dans will an email to staff, Lucy Adams expressed its full support for the changes."

In his email to the staff of the BBC, Mrs. Adams wrote: "changes that mark [Thompson] was announced are part of reforms in all organization aimed at making the simplest BBC, simplified and more efficient run and that I fully support."


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