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What expatriates bring

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Forced conversation at Google

People tend to fall back on hierarchical modes of working, notes Laszlo Bock, vice-president of people operations at Google, the California-based Internet search and advertising technologies corporation. “As you get bigger as an organisation, you have to work harder and harder, and more deliberately, to unpack the biological and cultural trappings that people normally bring with them,” he says. The company has a leadership training programme—the Advanced Leadership Lab—designed to create meaningful personal connections across its global operations.

IBM: Watching workers

In 2004 IBM, a global technology and consulting organisation, introduced a workforce management system that allows the company to oversee its global resources while employees manage their own careers.

Two-hundred fifty distinct roles (eg, project manager, IT architect) were identified across the global organisation and given descriptions. The descriptions comprise skills, which are also defined uniformly across the organisation. Each role description is “owned” by a practitioner of that job, who updates it as necessary.

Enterprise Rent-A-Car: Super recruiter

At Enterprise Rent-A-Car, the largest car rental company in North America, everyone begins as a management trainee, and all higher-level positions are filled through internal promotions. Recruitment is therefore critical. “If we’re not getting the right people coming in the front door, we’re not going to be able to grow and sustain our operations,” says Donna Miller, HR director for Europe. “So, from our point of view that’s always the biggest focus. It’s not just a function that falls into the HR or the recruitment teams.

Engineers unite at GM

“Ten years ago, we were much more regionally based,” says Mary Barra, vice-president of global HR at GM, a US-based automaker. Now the company is benefiting from a strong push towards global integration. The objectives are saving money, responding faster to the market, speeding up the innovation process and producing better cars. How does the company operate globally?

Gearing up for the football World Cup and Olympic Games

Preparations for the 2014 FIFA World Cup and the 2016 Summer Olympic Games, which will attract hundreds of thousands of tourists, are strengthening public pressure for more efficient mass transit. Projects include BRT (Bus Rapid Transit) lanes in nine of the 12 cities that will host World Cup matches, including Rio de Janeiro and Belo Horizonte. In four cities, including São Paulo and Brasília, light rail systems such as monorails and trams will receive government loans.

Seoul: integrated transport strategies

Seoul&;s metropolitan area is as crowded as São Paulo&;s, with more than 20m inhabitants. Both cities opened their first subway line in 1974. But the transport infrastructures of the two cities are now at completely different stages. While the São Paulo subway extends a total of 74 km, that in Seoul extends over 300 km.

A bus that looks like a subway

 

Inspired by the bus lanes implemented in Curitiba in the 1970s, other cities in Latin America have built BRTs (Bus Rapid Transit), including Bogotá, Mexico City and Santiago. Bogotá’s TransMilenio has become a global reference point. It demonstrates that high-volume transport infrastructure need not be expensive or time-consuming to build and that a bus system can be as high-quality as a subway.

JBS leverages strong real to grow internationally

JBS, the meatpacker, is one of Brazil’s big success stories. Through an aggressive campaign of acquisitions, the Brazilian company has become the world’s largest beef processor and among the largest poultry and pork processors.
The company, originally called Friboi, began modestly in 1953 with slaughterhouse capacity of just 5 heads per day. It only began to expand about 30 years later through acquisitions and investments to increase production. By 2002, its slaughter capacity was around 5,800 animals per day.

Brazil’s agribusiness companies

The profile of agribusiness companies in Brazil has changed dramatically over the past five to ten years. Previously, the so-called “A,B,C,D” multinational trading companies—Archer Daniel Midlands (ADM), Bunge, Cargill and Louis Dreyfus—dominated the market, riding the wave of rapid expansion in soybean and grain production in frontier regions such as Mato Grosso.

SLC Agrícola: reaping the benefits of corporate farming

SLC Agrícola demonstrates how professional management and good use of technology and capital markets can lead to rapid growth. The company made history in 2007, when it became the world’s first grain and cotton producer to list shares on a stock exchange, raising more than R309m (US$181m) to help with its ambitious expansion plans. Since then, it has more than doubled planted area to 220,000 hectares, and plans to reach 450,000 hectares by 2015. Its net operating revenue grew from R269m (US$138.7m) in 2007 to R597m (US$303.4m) in 2009.

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