Assignment on Speech about International Marketing: A.P. Moller – Maersk Group

Hello everyone, I hope you are doing well. My name is Kamilla K. Tehaibech and I am going to talk about A.P Moller Maersk Group and how the implementation of management concepts can resolve the issues being experienced by the organisation.

General Overview: A.P Moller Maersk is quite a renowned organisation of Denmark. The company is based on the shipping and oil, and it operates in this sector. Other than this, the organisation is also known for its effective value chain, upstream oil, and container logistics.

Its systematic framework has eight sectors included in it: Maersk Line, terminals APM, Maersk Oil, drilling tanker, and supply services. In addition to it, it has been determined that company also runs the fleet which holds 45 refrigerators and five of them carry gas under the Maersk Gas Carriers.

The shipping sector of company provides logistic, brokering, and supply services which include subsidy of different countries. Furthermore, it has been determined that shopping of oil and gas will bring the critical possession of framework under domestic listed organizations which contribute a lot to the company.

The organisation has invested a significant amount of money in the development of its workforce. However, employees have not developed the necessary skills and abilities which are necessary for producing the desired outcomes. Actually, there are a number of ways in which this problem can be solved by the organisation.

Problems: In general, there are a number of problems which are being faced by A.P Moller Maersk and they are associated with the management of human resources. For instance, it has been determined that there is a lack of efficiency within the firm and this restricts the organisation from achieving its goals. The firm is unable to perform external recruitment in an effective manner and the employees are not producing the results which are required or expected of them. It has been determined that the current performance management system is not as efficient as it should be.

Talent Management: Talent management was first developed in the era of 2003 and it had been organized and developed in this period. Most of the hiring opportunities as it has been stated that the company has been working and mainly emphasis on hiring and training of fresh and unexperienced workers. As well as the work force had been mainly Danish and had been controlled by cultural heritage of Danish along with the sense of family culture.

Despite from this it has also been stated that ELC had been effective with decrease revenue rates. The company had been doing appropriate things as the company had been invested on their workers as it has been given new employees along with the training of program which has been based on training of job, rotation and some of specific courses.

Moreover, in the era from 2003 to 2008, the organization has been experiencing specific because the entrance of China in WTO in 2001, along with the development of outsourcing and enhancement in the evolving market and it has been done through 2001 till 2008 had been done when the universal economic playing field had been levelled. Despite from this the expansion which the company required more experienced managers and workers for this purpose they mainly emphasis on the hiring process through which they get highly experienced working staff for their organization and also to rush the career profession of trainers.

The training and hiring of workers have been moved form group function to the business along with the purpose of training programs which did not emphasize on the line of business which develop space within the training. The culture of employee had been critical avoidant, despite from this company applied some of the performance measurement standards and eradicate under the performance of employees.

Furthermore, talent management from 2008-2012: in the era of 2008 while the economic downturn was start in the universe, as well as some of the HR functions which has been moved transferred from authoritative to strategic. The organizational allocated systematic responsibilities along with the levels of business unit.

In this regard it has been stated that strategy mainly emphasizes on three significant parts of measurement of performance and providing it to right people into the highest position, growth of leadership and changing in reward which has been provided for performance. As well as the group of HRs applied the latest talent management procedure has been divide into five elements such as: attraction, investigations, growth, and scenario planning mainly.

Recommendations: One of the ways in which the current issues experienced by the organisation can be resolved is by the development of alumni network. This can serve as a guide and as a communication mediator between senior employees and junior employees. It will play an important role in ensuring that guidance is delivered to the employees who really seek it and the trainees who seek a target to achieve. Usually, trainees and junior employees seek a source of motivation that can provide them with the direction they need. The development of this alumni network would help them in establishing and facilitating communication between senior employees and junior employees.

As I have explained before, A.P Maersk is experiencing significantly difficulties in terms of the management of human resources. It is important to note that the area of human resources is considered critical for the success of the organisation and if it is not managed in an efficient manner, it will lead the firm to experience financial losses. This issue can be resolved by the clarification of human resource guidelines and templates which can help the HR manager and practitioners in ensuring that all the human resource needs are met in an effective and successful manner. Human resource is quite a broad field and in recent times, it has become increasingly complex. Therefore, it is possible for the HR department to experience difficulties in the organisation. In case issues might occur, guidelines have to be developed which can help and guide the department in resolving and overcoming these issues.

Another issue I identified was that the current workforce of at A.P Maersk is not as developed as it should be for meeting the required performance standards and producing the results which are necessary for meeting the organisational goals. This issue can be resolved by the implementation of required and customised mentoring and sponsorship programmes. These programmes can and will play an important role in ensuring that the skills and abilities of the workforce of the organisation are developed in accordance with the needs of the firm. These programmes will help in developing those skills which will assist employees in producing desired results.

The last recommendation that will help A.P Maersk in resolving the human resource issues is by conducting surveys and collecting market information about what other companies are doing for the development of an effective work culture and a highly-skilled workforce. It is important for this information to be implemented at both the fundamental and corporate levels. In this manner, an effective workforce will be created that will be able to meet the required work standards and be effective in contributing to the achievement of goals and objectives of the firm.