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Company Profile of Siemens EssaySiemens is a German multinational conglomerate follow headquartered in Munich, Germany. It is the largest Europe-based electronics and galvanizing engineering company. 1 Siemens is organised into six main divisions Industry, Energy, Healthcare, Equity Investments, Siemens IT Solutions Services and Siemens Financial Services. Human Resources Perspective Siemens 3i Program The man resources perspective combines prescriptions for design of job tasks with theories of motivation.Siemens humanistic perspective on management is reflected on its 3i program, which applies Theory Y assumptions to tap into employee creativity and mind power. The 3i Program(ideas, impulses, initiatives) encourages ideas and suggestions from employees and rewards these initiatives. in that location are direct and indirect ways for improvement suggestions. Employees can either contact supervisor directly to voice their ideas (direct) or submit their suggestions to the 3i office, who will grade in to find the responsible department(indirect).Employees will be rewarded if their improvement suggestions are adopted. Siemens has a huge number of motivated employees and thus enormous notional potential on ideas for improving work surroundings, optimizing processes, saving money or enhancing competitiveness. Today 100,000 3i suggestions a year are put into practice-at Siemens AG in Germany alone. 3 This Theory Y approach enables the company be rewarded by premiums totaling 300 million.Impact of Social Forces Training in SiemensSocial forces refer to those aspects of a culture that guide and influence relationships among people. One social force is the changing attitudes, ideas and values of Generation Y employees, who want a work environment with introduction to opportunities to learn and further their careers and personal goals. 4 In response to the social force of Gen Y workers, Siemens provides development programs teaching new skills or extending t he skills employees already have. at that place are On-the-job training and Off-the job training.On-the-job training is conducted at the place of work through mentoring, shadowing, coaching, job rotation. Off-the job training takes place remote from workplace through courses, presentations and qualifications. For entry level employees, Siemens has three main development programmes apprenticeships, Siemens Commercial Academy and Siemens Graduate Programmes. These programs develop employees with the inwrought skills set they need in their everyday role and equip them for a long-term career at Siemens.By improving the development opportunities, employees feel the company values them. The motivation theories of Herzberg and Maslow show that staff work snap off when valued. This delivers long-term commitment and ensures benefits to the company. Knowledge Management Model ICN/ICM ShareNet Siemens Information and Communication Networks(ICN)ShareNet is a community of around 18,000 sale s, marketing, business and R D people of Siemens ICN and ICM. ShareNet networks these experts globally and lets them share and develop their acquaintance in order to create better customer solutions. 5It focuses on enabling employees to transfer their tacit knowledge into explicit information.Whats more, ShareNet is independent of time zones and organizational structures, so urgent questions are generally answered deep down a few hours. ShareNet provides real life experience thus saves precious time in all phases of the value creation process. In addition to time, ShareNet saves consulting fees for Siemens, because the knowledge and analyses of external consultants reports are made available on a global scale whenever possible.