Mass customization the bmw way case study analysis

Concept[ edit ] Michael Porter's Three Generic Strategies Porter wrote in that strategy targets either cost leadershipdifferentiationor focus. Porter claimed that a company must only choose one of the three or risk that the business would waste precious resources. Porter's generic strategies detail the interaction between cost minimization strategies, product differentiation strategies, and market focus strategies of porters. The breadth of its targeting refers to the competitive scope of the business.

Mass customization the bmw way case study analysis

If what the author states is true, I believe I will never find a job. I graduated a year ago with a 3. The system described, I suspect, has tremendous potential to hide what really goes on during the hiring process.

For instance, if an applicant is a foreigner, it can be easily discarded without any need to give explanations, and worse even, no risk to be reported for discriminating.

As another poster mentioned, the article does not make any mention to the precedence a person has when that person is a veteran.

With all due respect to veterans, at the end of the day, they are only transitioning from a job to another, like many of the currently unemployed are doing. Another point I wish the article would have mentioned is the role H1B-Visas hold. How comes that these workers come in, expertise or not, and bypass the whole system?

While many of us need to have a prove-it typing test even after the various certifications achieved through formal education channels, H1B-Visa holders not only speak English with a great deficit in the vast majority of cases, but hardly ever face the Prove-It squalor most job applicants have to endure.

Last point I wish i would have heard a mention is nepotism. I believe most of us are not so naive to believe there is not a way around this hiring funnel. In fact a few people bypass the whole system and land a job on the premises that friends recommended them.

I find this last technique to be viscid at best. One of the interesting things about large-scale dissemination of these ideas is, of course, that a lot more people would be using them. There are some challenges with this.

If more resumes get through the initial filters that would give recruiters more work to do in the same bandwidth. So perhaps calling for widespread popularisation would be counterproductive—best to keep it to yourself to maintain that edge over the rest of the unwashed masses, eh?

It looks to me like these filters are designed to reduce the workload of recruiters more than they are designed to effectively and efficiently identify good candidates.

Sullivan addressed this issue somewhere? Al Gamow Good tips. Nevertheless, if everyone did everything Sullivan says to do, not everyone will get hired. Mark Most likely are thrown directly in the trash, and the other 50 are given a cursory glance until 4 or 5 are found that are worth interviewing.

I wonder whether you would be interested in starting a dialogue with a philanthropic-visioned enterprise that is trying to create a movement to combat just these issues.

We have developed answers to the problems you have described in the initial application stage of recruitment for the benefit of both recruiters and applicants and would be honoured if you would review their worth as a contribution towards helping job and talent seekers alike reduce their time and increase the efficiency within the job creation process.

Melina Sasso Thanks for the article — however frustrating from a job seeker perspective, realistic though. However just once I want to point that of the tons of recruiters corporate, onsite or from whatever recruiting agency, most of the recruiters are not up to speed at all themselves, most of them change their jobs every 6 months or year.

Even if they are spending the 6 seconds to scan your CV or resume, the throw away sometime the best candidates because they are not paying attention in those 6 seconds.

I went to an event where 4 international companies were represented by their respective HR manager, on site recruiters etc. I have maybe 3 really professional and great recruiter who can give me advice and work closely together with, the rest is useless. Colin Williams Thanks, a very interesting article.

The body language of the interviewers is quite telling!Ford Speak: Acronyms, Definitions, and Terms. This booklet contains the Acronyms and Terms available on-line as part of the Information Management databases on the Ford Intranet.

The 4 ideas transforming how you hire The way you hire is changing.

Mass customization the bmw way case study analysis

They are all about killing the transaction in recruiting, making hiring more strategic, and letting recruiters and hiring managers focus on what they do best — building relationships. Mass Customization: The BMW Way. After the First World War. Mass Customization at BMW BMW's reputation was built on cars that combined great styling with exceptional performance.

BMW understood that. Along with the unit. BMW case study analysis-IBS Bangalore. Uploaded by. riku_tez BMW. Uploaded by. tanmayjauhary. Gmail is email that's intuitive, efficient, and useful. 15 GB of storage, less spam, and mobile access.

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