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BEST IN FRANCE

BEST IN FRANCE . BUSINESS OBJECTS Thomas MERON Priyanka AGARWAL Abdallah DAHER Marçal VILAJELIU. FAST FACTS . Founded in 1990 2002 Revenue : $454 million Employee : More than 2200 Headquarters : San Jose (California) Paris (France) . PRODUCTS. Analytic Application

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BEST IN FRANCE

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  1. BEST IN FRANCE BUSINESS OBJECTS Thomas MERON Priyanka AGARWAL Abdallah DAHER Marçal VILAJELIU

  2. FAST FACTS • Founded in 1990 • 2002 Revenue : $454 million • Employee : More than 2200 • Headquarters : San Jose (California) Paris (France)

  3. PRODUCTS • Analytic Application • Query, Reporting , Analysis • Information Delivery • BI Deployment • Data Integration • BI Strategy

  4. SERVICES • Support • Consulting • Migration Services, BI Services, Analytic Deployment, Application Services, Data Integration • Education • Training Options, Classroom Training, Onsite Training, Enterprise Desktop Education, Virtual Training, Personal Trainer, Migration Classes • Documentation

  5. SOLUTIONS • EPM • BI Solutions • By Function • Marketing, Sales, Finance, Logistics, Human Resources • By Industry • Telecommunications, Financial Services, Retail, Pharmaceuticals, Government, Healthcare, Manufacturing, Energy • By process • CRM, ERP, Six Sigma • For Extranets • Customer Care, Supply Chain, Partner Intelligence, BI Web Services

  6. GROWTH SCHEME • Started by 3 entrepreneurs one of which still remains on the Board • Place of origin – Paris in the 90’s • Expansion Plans in the late 90’s in Europe • The American office was opened in the late 90’s

  7. THE AMERICAN DREAM • Office initiated by Europeans who went to the States to setup the office • The office in California went on the become the headquarters along with Paris «THINK GLOBAL, ACT LOCAL»

  8. MAJOR FUNCTIONS • Major functions including HR are decentralized for Europe and US • The worldwide head of HR is based in the US but does not involve himself with the day to day runnings of the local HR departments • Reporting is done on a trimester basis essentially to share the vision they have for the future

  9. RECRUITMENT • Every European country has its own country manager who regularly communicates his needs for manpower to the local HR office • The European HR office handles the recruitment of senior managers including country managers • A profit centric model is the key behind an increase or decrease in recruitment

  10. EVALUATION • A function handled by the local HR offices in their respective countries upto the middle management • Certain functions are outsourced, like evaluation of the Country Managers and the in house HR team could or could not be invited to this assesment centre

  11. POLICY «RIGHT DECISION AT THE RIGHT TIME» • No certain policy for recruitment • Italy was marked by the choice of the right team while Germany was not hence constant problems in Germany in terms of recruitment

  12. PROBLEMS • Inevitable culture differences between the US and European headquarters • Higher level of scrutiny of people recruited in order to assess their level of adaptability • A structure had to be put in place so that differences in salaries could be justified

  13. ACKNOWLEDGEMENTS • Mr. Stéphane MASSAS Vice President Human Resources Europe • Mr. Michael SEGALLA Human Resource Professor

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