harley davidson

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BY: Rohit Sujatha Ravi Kumar Sravan

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Introduction In 2004 & 2006 H-D implemented human capital development framework Rationale behind was to improve the human resources functions and experience improved business performance. Another major initiative by HD was to encourage its employee participation and collaboration of 1992 for a circle organization. This was to overcome the command and control leadership style and foster team work among employees.

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Quick background note In 1903, HD was established @ Milwaukee, US. William S Harley and Arthur Davidson. In 1906, HD started new factory @ chestnut street In 1907, the name “Harley and Davidson motor company” was incorporated. In 1908, HD first sold its motor bike to Detroit policy department in Michigan in us. In 1909, V-twin powered bikes were introduced. Conti..

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In 1910, the official logo was used for the first time. In 1911, the logo was trademarked by the US patents comp. In 1917, during the first world war, the sales soared up. [introduction of teardrop gas tank n front brakes] In 1920, great depression . During second world war again the comp experienced good business. Conti..

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After the end of 2 nd world war , H-D shifted its focus to recreational bikes In 1952-1958, H-D released side valve k- model,ligt weight & sporty XL sportster , Duo-Glide. In 1965 ,the Duo-Glide is replaced by Electra-Glide. In 1969,H-D was taken over by American Machine and Foundry(AMF). During same period,production increased by 300% to 14,000 motorcycles per annum but quality of motorcycles was totally ignored. Conti..

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In 1970, Japanese manufacturers entered the market with high quality and low price. In late 1970’s AMF put H-D for sale. In 1980 Honda became leader in world. During this period, quality of H-D was gradually deteriorating. In 1981,H-D was purchased by 13 senior Executives of that company Richard F.Teerlink was appointed as CFO. In 1982, sales was decreased to $200mn from $289 and during same period H-D reduced production levels by dismissing 1800 employees. Conti..

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In 1983,Ronald W.Reagon (US President), raised tariffs on japanese from 4.4% to 49.4% . In 1985, H-D’s financial condition deteriorated further. In 1986, H-D launched an Initial Public Offering(IPO). In 1987, H-D listed in NYSE and started trading at US$11 and during the same year company announced that it would no longer require special tariffs.

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Tell the truth Be fair Keep your promises Respect the individual Encourage intellectual curiosity The Values of H-D

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THE ‘SOFTER’ MANAGEMENT STYLE Management With The Help Of Words And Action People Building Philosophy Employee Involvement Program Problem Solving & Quality Control Participation & Responsibility Collaboratively & Creativity

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A total of 30 vice presidents exists in a 3 circular organization, with 10 each in a circle. Vice presidents are assigned the dual aspects assignments like Managing business and Developing present and future strategies. It handles decisions related to allocation of assets and budgets,human resources & strategic plan. Now employees shifted to roles of facilitator and coaches.

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Human Capital Development Framework Harold A.Scott (HR) at H-D , said that company should improve its workforce. In 2004,H-D approached “Accenture Ltd” to achieve improved performance. Accenture provided human capital development process which is known as “Human Capital Development Framework”(HCDF).

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Productivity Quality Innovation Customers Key Performance Drivers Business Results Human Capital Processes Competency Management Career Development Performance Appraisal Succession Planning Recruiting Workforce Planning Workplace Design Rewards and Recognition Employee Relations Human Capital Strategy Learning Management Knowledge Management Human Capital Infrastructure Human Capital Capabilities Tier 1 Tier 2 Tier 3 Tier 4 Workforce Performance Employee Engagement Workforce Adaptability Ability to Change Talent Management Leadership Capability Human Capital Efficiency Workforce Performance Employee Engagement Workforce Adaptability Ability to Change Talent Management Leadership Capability Human Capital Efficiency Change Management Revenue Growth ROIC Total Return to Shareholders Future Value Illustrative Business Measures HUMAN CAPITAL DEVELOPMENT FRAMEWORK (HCDF)

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The Road Ahead

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