While discovering that Siemens Austria is going to be too big as we could present it in one
hour we took a only one of the most successful parts of Siemens which is called Siemens
Dematic. Our company presentation is based on this particular part of the company - the
logistics division of Siemens AG Austria.
Followed by some history and general information we want to focus on our three special
topics Human Recourse Management, Outside Influences on Siemens and Cross Cultural
Management. For the critical revue we chose the Annual Report and some articles in Austrian
Newspapers, which you can find in the Appendix to our paper. Werner von Siemens, the founder, was born on the 13.th of December near Hanover. His
numerous innovative ideas, for example in the field of telegraphy made him to the visionary
in engineering history. To built his first telegraph he used just a piece of wire, one cigarette
packet, and as mall piece of iron.1
Due to collaborations with other nations in order to find innovative solutions, Werner von
Siemens built up a global network and consequently the today’s working multinational.2 He
started the expansion to England and Russia, later Asia and America.3 Today Siemens is to be
found in more than 190 countries.4Siemens AG Austria is the most successful of all Siemens
national companies around the world. As part of the “Global Network of Innovation” Siemens
Austria sees itself as an Austrian company with European and international ties and
orientation in a way as a “Regional Network of Innovation”. Therefore Siemens AG Austria
represents a special significance for the domestic economy and value added.5 The annual
report talks about a “ Corporate Citizenship” and refers to contributions to art and culture as
well as social matters. 6 [...]
1 Siemens, Werner von, Lebenserinnerungen, Prestel-Verlag München 1966
2 Siemens, Werner von, Lebenserinnerungen, Prestel-Verlag München 1966
3 Siemens, Werner von, Lebenserinnerungen, Prestel-Verlag München 1966
4 http://w4.siemens.de/annualreport_2002/overview.shtml
5 http://www/bereiche/cc/cchome/index.htm
6 http://www/bereiche/cc/cchome/index.htm
Table of Contents
1. Introduction
2. Siemens as a company
2.1 Annual Report
2.2 Media Reports with Comments
3. Inside Siemens
3.1 The Different Divisions
3.2 Division "DEMATIC"
3.2.1 Human Recourse Management (Author: Eva; Editor: Angela)
3.2.2 Outside Influences on Siemens DEMATIC
3.2.3 Cross Cultural Management
4. Summary
Objectives and Topics
The primary objective of this paper is to provide a focused corporate analysis of Siemens Dematic, the logistics division of Siemens AG Austria. The research explores the company's internal structure and historical foundations while addressing specific management practices and external challenges relevant to its operations in a globalized market.
- Corporate history and organizational structure of Siemens
- Human Resource Management and core competencies
- Impact of external economic factors and accounting standards
- Cross-cultural management and international delegation processes
- Critical review of corporate performance through annual reports and media analysis
Excerpt from the Book
3.2.1 Human Recourse Management
The brand SIEMENS stands for know-how, development, experience and the potential of 400.000 employees from 190 different countries. One reason for the company’s success is that all Siemens employees share a common innovative approach toward developing new solutions and products. The basis for this approach consists of five universal personal competencies that set Siemens apart: creativity, the ability to learn, the team skills, the results orientation and the customer focus. These are the qualities or so called core capabilities that will take Siemens everywhere.
Creativity: This means that the staff is allowed to come up with new ideas and that it is able to successfully implement them.
Ability to learn: At Siemens they (try to) learn from the processes, the staff, or from different situations that had happened in the past, in order to built up steadily their business know-how. They share this knowledge to ensure quality and future growth.
Team skills: Every day people at Siemens have to collaborate with other employees from the subsidiaries in other countries. The employees at Siemens have to work together as a multi-cultural, disciplined team.
Results orientation: Siemens as a whole has a strong will and desire to be a winner and so each member of the staff has to work hard to reach the goals.
Summary of Chapters
1. Introduction: This chapter introduces the scope of the paper, explaining the choice to focus on the logistics division, Siemens Dematic, and outlining the methodology involving annual reports and media analysis.
2. Siemens as a company: This section provides a historical overview of the founder, Werner von Siemens, and illustrates the company's evolution into a global network of innovation.
3. Inside Siemens: This chapter examines the internal organizational structure of Siemens AG Austria and focuses specifically on the Dematic division, including its HR strategies, risk management, and cross-cultural delegation processes.
4. Summary: The concluding chapter synthesizes the findings, highlighting how Siemens maintains its international standing through rigorous standards and strategic focus on global business integration.
Keywords
Siemens, Dematic, Logistics, Human Resource Management, Core Capabilities, Corporate Citizenship, US GAAP, Risk Management, Cross-Cultural Management, International Delegation, Innovation, Global Network, Performance Appraisal, Business Strategy
Frequently Asked Questions
What is the core focus of this research paper?
The paper provides a comprehensive analysis of the Siemens Dematic division within Siemens AG Austria, evaluating its corporate structure, management policies, and operational environment.
Which specific areas of the company are highlighted in this study?
The study focuses on Human Resource Management, the impact of external influences on business, and the strategies for cross-cultural management.
What is the primary objective of the analysis?
The objective is to present an in-depth review of how Siemens Dematic manages its personnel and operations, specifically testing its performance against official annual reports and external media narratives.
What scientific or research methods were applied?
The author utilized a qualitative approach, analyzing official corporate annual reports, internal Siemens documentation, and external media articles to derive a critical evaluation.
What topics are covered in the main section of the paper?
The main section details the organizational divisions of Siemens, the core competencies required of employees, training programs, risk management technologies like "ForTune," and international delegation processes.
Which keywords best characterize this work?
Key terms include Siemens Dematic, Corporate Strategy, Human Resource Management, International Business, and Logistics Solutions.
How does Siemens define its core capabilities for employees?
Siemens identifies five universal competencies: creativity, the ability to learn, team skills, results orientation, and customer focus.
What is the significance of the "International Delegation Center" (IDC) for Siemens?
The IDC is the central authority for managing the worldwide movement of employees, ensuring that transfers across nations are handled professionally to support global expansion and knowledge transfer.
- Quote paper
- Elisabeth Luger (Author), 2003, Siemens AG Austria Section DEMATIC, Munich, GRIN Verlag, https://www.grin.com/document/14033
