it felt like eons since i last posted a good post. haha.. just came back from school. was practically trying to keep myself awake for both classes. ain't sure why i'm so tired but i think it has sth to do with yday's walking all over bugis. hee. (and i still havent found a leather top)
this afternoon's HRM class was quite interesting from the second half. we talked about GE. i mean, i didn't prepare for the discussion, so i couldn't click with the presentation. no idea what the hell they were talking about. but i must said the ang mohs who presented the topic was great. and i love that UK girl's voice. i wanted to go up and tell her that, but i think rationality got the better of me. haha.
GE's vitality curve: good or bad?
20-70-10. i seriously feel that its a good thing. why keep the bottom 10% then if they are not progressing.
demoralise souls is an issue to face. but there's really nothing a company can do unless it focuses on getting the best. u lose the focus, u lose the drive, u lose the point, u lose the profits, u lose the company.
Thus, the company should instill the culture, beliefs and values of that of the employees. I guess it has something to do with branding. It all ties together. why would u want to apply into GE if you knew they have this system and not like it? well, unless it is because it will look good on ur resume. haha. that was what i was thinking.
perhaps i am naive, because i'm not there in the real world as yet; or i'm just plain unambitious: salary isn't as important as the fulfilment of the job. Of course, there must have ay least a basic agreeable pay, but in terms of promotion, i feel it's alright, unless i don't get any recognition in my work.
ok. i think i'm naive.
well, it is "the job that does not suit you", not "you who don't suit the job". I strongly feel that to be an employee of such a prestigious company, there is a must to have a strategic fit between your own personality and the company's culture. If you don't agree with the culture then dun deprive others who do.
Therefore, with regards to the vitaluty curve that GE is famous of, i feel that there is a strong need to monitor the situation. is it fair to sack a person who's trying so hard but yet not going anywhere? in a company's view point, it is. but to me, it's not. Then again, who said the world was fair?
This vitality curve is GE's competitive advantage, no doubt. without it, there won't be today's GE. the company would just have to look on how to maintain this advantage, which is to instill the company's values and beliefs in the employees themselves, as well as to keep the middle 70% people happy. especially those in the top 60-70%, of which i proudly said to end today's tutorial discussion. =)
ok... GE, employ me. =)
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happy valentine's, everybody!
feel the love. =)