netrashetty
Netra Shetty
Avery Dennison Corporation (NYSE: AVY) is a major[weasel words] global manufacturer and distributor of pressure sensitive adhesive materials (such as self-adhesive labels), office products, and various paper products.
The company was originally founded in Los Angeles in 1935 as Kum Kleen Products, a partnership of Mr. and Mrs. R.S. Avery. The name was changed to Avery Adhesives in 1937. In 1946 the company was incorporated as Avery Adhesive Label Corp., and the name was subsequently changed to Avery Adhesive Products, Inc. in 1958, and to Avery Products Corporation in 1964.[3] The name was changed again to Avery International Corporation in 1976, and it became Avery Dennison after the company merged with Dennison Manufacturing in 1990.[4]
The company is currently headquartered in Pasadena, California. As of 2008, Avery ranked 376 in the Fortune 500 list with total sales of $6.7 billion. Avery Dennison's pivotal line of products are found in their Pressure-Sensitive Materials segment, responsible for 54% of sales. Avery currently employs 36,000 men and women all over the world, with manufacturing and distribution facilities in over 60 countries. Avery Dennison's first overseas subsidiary was established in Holland in 1955
Along with the company’s goal of delivering superior shareholder performance, came its acquisition strategies. One of its biggest acquisition moves was the acquisition of confectioner Adams in 2003. The company has also undergone a major reorganization, moving to a more decentralised way of operating business units within a new structure based on five global regions. In all these, the HR played an important role. Adams and Cadbury Schweppes have different cultures. The HR needed to bring the two businesses together. In order to create a winning organizational culture, the two management teams collaborated. It was a move that made people feel that they own the company. It made the employees more engaged with the organization’s goals. Out of this strategy came “Working Better Together”, a program that provided more than 50 online tools for people to undertake in order to work together. The program made the company realized that in order to sustain its business, people, and brand advantage, the employees must be motivated. Another program – “Growing our People” came from the realization that the company could get more from its staff. The program is a three-day workshop that mangers are taking focuses on behaviours and unlocking the potential of people at different levels of the business.
Job descriptions supply the essential details for internal assessment that include availability of positions, number of jobs and the strategic importance of the jobs. Human resource specialists can redesign jobs to eradicate redundant tasks and integrate responsibilities on the basis of a clear identification of the current functions being performed and the time spent on performing them. The fundamental aim of human resource management is to provide for the presence of a compliant and accommodating team in an establishment. There are four major aspects of the human resource management, namely operational, organizational, personal and societal (Project Management Institute 2006).
• Societal Objectives: The project manager should be morally and communally prepared to meet the wants of, and tackle the issues plaguing society, while simultaneously reducing the negative effects of these charges upon the establishment.
• Organizational Objectives: To acknowledge the function of a project manager, in the field of human resource management, in generating organizational efficiency. In short, this branch essentially exists for the sole purpose of benefitting the establishment and ensuring its progress.
• Functional Objectives: The project manager should supervise and ensure that the department caters to the needs of the establishment in a stable and steady manner.
has predefined certain objectives for its project managers such as portfolio management, business planning, project planning and execution. A perfect alignment of these activities leads to the portfolio element being fed by strategy, the project management element being fed by the portfolio and the team`s execution is fed by the project manager. In certain cases, establishments handle all enterprises and undertakings in a similar manner, irrespective of the entrepreneurial tactic or stratagem that the establishment opts for (Pinto 1989 & Covin 1989). Therefore, if the enterprise’s business tactic is converted into project related objectives, its .Thus, when the organization's business strategy is translated into project-level goals, its specialized rareness and exclusivity is amplified multifold.
The company was originally founded in Los Angeles in 1935 as Kum Kleen Products, a partnership of Mr. and Mrs. R.S. Avery. The name was changed to Avery Adhesives in 1937. In 1946 the company was incorporated as Avery Adhesive Label Corp., and the name was subsequently changed to Avery Adhesive Products, Inc. in 1958, and to Avery Products Corporation in 1964.[3] The name was changed again to Avery International Corporation in 1976, and it became Avery Dennison after the company merged with Dennison Manufacturing in 1990.[4]
The company is currently headquartered in Pasadena, California. As of 2008, Avery ranked 376 in the Fortune 500 list with total sales of $6.7 billion. Avery Dennison's pivotal line of products are found in their Pressure-Sensitive Materials segment, responsible for 54% of sales. Avery currently employs 36,000 men and women all over the world, with manufacturing and distribution facilities in over 60 countries. Avery Dennison's first overseas subsidiary was established in Holland in 1955
Along with the company’s goal of delivering superior shareholder performance, came its acquisition strategies. One of its biggest acquisition moves was the acquisition of confectioner Adams in 2003. The company has also undergone a major reorganization, moving to a more decentralised way of operating business units within a new structure based on five global regions. In all these, the HR played an important role. Adams and Cadbury Schweppes have different cultures. The HR needed to bring the two businesses together. In order to create a winning organizational culture, the two management teams collaborated. It was a move that made people feel that they own the company. It made the employees more engaged with the organization’s goals. Out of this strategy came “Working Better Together”, a program that provided more than 50 online tools for people to undertake in order to work together. The program made the company realized that in order to sustain its business, people, and brand advantage, the employees must be motivated. Another program – “Growing our People” came from the realization that the company could get more from its staff. The program is a three-day workshop that mangers are taking focuses on behaviours and unlocking the potential of people at different levels of the business.
Job descriptions supply the essential details for internal assessment that include availability of positions, number of jobs and the strategic importance of the jobs. Human resource specialists can redesign jobs to eradicate redundant tasks and integrate responsibilities on the basis of a clear identification of the current functions being performed and the time spent on performing them. The fundamental aim of human resource management is to provide for the presence of a compliant and accommodating team in an establishment. There are four major aspects of the human resource management, namely operational, organizational, personal and societal (Project Management Institute 2006).
• Societal Objectives: The project manager should be morally and communally prepared to meet the wants of, and tackle the issues plaguing society, while simultaneously reducing the negative effects of these charges upon the establishment.
• Organizational Objectives: To acknowledge the function of a project manager, in the field of human resource management, in generating organizational efficiency. In short, this branch essentially exists for the sole purpose of benefitting the establishment and ensuring its progress.
• Functional Objectives: The project manager should supervise and ensure that the department caters to the needs of the establishment in a stable and steady manner.
has predefined certain objectives for its project managers such as portfolio management, business planning, project planning and execution. A perfect alignment of these activities leads to the portfolio element being fed by strategy, the project management element being fed by the portfolio and the team`s execution is fed by the project manager. In certain cases, establishments handle all enterprises and undertakings in a similar manner, irrespective of the entrepreneurial tactic or stratagem that the establishment opts for (Pinto 1989 & Covin 1989). Therefore, if the enterprise’s business tactic is converted into project related objectives, its .Thus, when the organization's business strategy is translated into project-level goals, its specialized rareness and exclusivity is amplified multifold.
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