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Human Resources at the AES Corporation: The Case of the Missing Department

Based on the description about AES case, I resume some important point above. AES (Applied Energy Services) Company was founded in 1981 by Roger Sant and Dennis Bakke. basis, The From the beginning, AES had a strong set of core four core values are: Integrity, Fairness, Social values and beliefs about people that it works hard to operationalize on a continuing responsibilty, and Fun. AES also has a set of core assumptions about people that it tries to use in designing and managing its organization. These assumtion are that AES people are creative, responsible,falliable, desire to make positive contributions to society,and unique persons. AES operationalizes its values in myriad operating policies and practices. An example,The operation in Connecticut: The Thames plant, located in Uncasville, Connecticut, Near New London. Shows us the implementation of its values, The plant is in close proximity to neighboring houses strives to be a good neighbor to those living nearby, the plant and neigborhood area also immaculate and clean, and the people who work in the plant are proud of its appearance. AES keeping with social responsibility and concern for the environment. AES believe that getting the right people is key to the companys success, and are actively involved in it. AES likes to say there is no human resources department in the company . Hiring is done by the plant personnel without the support of any staff human resource people. The company wanted people to be there who really liked the place, believed in the AES system, and enjoyed what they did. Although there isnt any HR department, the plant and the corporation take performance problems seriously and do everything possible to help individual improve. As for traning, we train ourselves-Experienced employees train new employees. Trust is a value that is manifest in how AES-Thames organizes and manages work. For instance, the employees all develop a list of jobs to be done, they dont report to the supervisor, so they are able to redesign improvement. And then, There is a great deal of decentralization decision making, for instance all Thames people are involved in discussing and setting the budget at an annual meeting held in the fall. Information on the financial and operation performance is also widely shared.

AES tries to get everyone to be reasonable,act responsibly,and use their own discretion. AES avoided putting in rules that would hamstring everyone just to cover a the one or two percent who were exceptions and needed such rules. The corporation culture and organizing principle has come to called honeycomb, which captured the idea of relatively small, flexible, interrelated teams of people working on projects and activities and learning a lot in process. Coordination across the work teams or communities was encouraged through the sharing of information,making people reasonable, and accountable for result, and encouraging in many ways informal communication across various international boundaries. AES is the example how the company growth through the value that appear in every person despite there is no set regular rules that conducted the company.

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