Fujitsu support new ideas and welcome them from all there employees from all ages, this not only helps to motivate the employees and make them feel a part of the business but help Fujitsu to understand what the public want from the business. Fujitsu support the ideas and review each one, be doing this they have built a supportive culture within the business.
Fujitsu believe in valuing every person as a unique individual and celebrating there differences making Fujitsu a better place to work for all its employees.
Fujitsu believe in the slogan “to be successful we have to be different. You could just follow the crowd or stand out. What do you want to do?” this is a very motivational statement which is displayed to all there employees.
Fujitsu use a number of training methods when training there employees, the main focus is on developing individual personal skills, therefore building on the employees strengths as well as there weaknesses.
Induction
This takes place at the beginning of employment and is key to the employee’s development. Fujitsu understand that starting a new job can be a daunting experience for most people and each person needs time to settle in and find there feet within the company. Fujitsu make this process as easy for the employee as possible.
Fujitsu Experience
This is a one day practical, interactive and information event which is designed to give a taster of what is will be like to be a Fujitsu. Within this event they focus on the culture and the values within the organisation and also gives people the opportunity to meet new people from within the company and settle into there role within the Fujitsu family.
Fujitsu induction
This is a half day which is designed to share information about the business and displays to the employee how there job fits into the bigger picture as a world wide Fujitsu.
Fujitsu on-line induction
This is an online interactive area which employees can take advantage of online training in there own time and at there own pace, with a handy A to Z guide to Fujitsu’s Services.
Personal Development Plan
Each employee alone with there manager puts together a Personal Development Plan to focus on a structured forum to help each employee to understand there potential thought-out the company.
Invest In Yourself
This is a development program which is in place to help employees to achieve there goals and ensure they have the right skills to help bring the business into the future, and recognise there short and long term career goals.
Career Mapping Tool
This is an online tool which gives employees a chance to map out there next career move, within the website it gives all the tool and information needed to plan a career map. This will help employees to identify and skill gaps they may have and wish to improve on. This site also allows employees to apply for new opportunities across the company.
Together all these different programs help each employee to develop and feel motivated within the company to apply for new areas within the company and achieve new goals from training and self development. Therefore the quality within Fujitsu will be improved as employees are motivated and feel a part of the business producing better quality products and services.
Succession planning
Succession planning is when an organisation develops a plan to identify and prepare suitable employees though mentoring, training and job rotation.
Within Fujitsu the reasonability for this falls onto the managers ensuring that they have all the appropriate skills and experience available within their employees to train and develop them to a high standard to monitor absences and make sure there are always people they can fill in.
Fujitsu have a management Academy (FMA) which was created so that the training of managers can be brought forward and continually developed making sure that each manager total understands the new technology and skills which can help them to be a all round good manager and focus there managerial skills. This Academy is built around 3 main areas:
- straight-talking, genuine listening
- leadership
- Team development
With the help of these three points the business can motivate not only there managers but the employees working with the managers and bridge the manger employee gap that can sometimes be created between employees on lower levels. Fujitsu makes sure that each person feels valued. This program is based in 13 different countries and delivered in 11 different languages, which helps to display a “one company culture”.
Future skills shortages
Skill shortages are a large problem which can effect organisations, this can be due to a number of reasons, but as Fujitsu are a IT company this seems unlikely as there are a rising number of people trained and being introduced to the IT world and it is continually expanding and moving forward. This also means that Fujitsu will need to move with the fast changing IT market, they will need to make sure that they stay up to date with the newest technology’s and there employees staff trained and receive new and up to date regular training. This will also help the business if there ever does become a shortfall in skill as there current employees will be highly skilled and can work in all areas.
As of this the two mains areas within the fast moving business like Fujitsu are:
- IT Technical skills
- People & Project management skills
Both of these two areas need to treated differently for Fujitsu to plan for skill shortages.
Although Fujitsu have not yet felt any problems with skill shortages and are still inundated with application forms from graduates they still have to have a backup plan. As Fujitsu are based in over 20 countries they have a large poll of potential employees, which can be trained and developed to take on new roles within the company.
Possibility for redevelopment, redundancy and retirement of existing staff
As Fujitsu is an IT company they are continually redeveloping there business with new ideas and new technologies, the IT worlds is a fast market to be in, so fujitsu need to be one step ahead when it comes to training and developing there staff to the highest standard. Each member of staff is matched to an opportunity within the business for motivation. This will help each member of staff to learn and grow within the business. Redundancy is not something which has come up within recent years within the company and they work each day to ensure it does not become an issue within the business, but if it was ever necessary there will be support in place to help the employees. There are many ways in hat Fujitsu can develop there existing staff members:
- They can develop a personal development plan.
This means they each person within the business will get a one to one development plan which is personally developed for them, this will help motivate them and keep the employees pushing for personal improvement.
- Invest in yourself
This is developing information, tips and hints on how to successfully develop your career. This shows that Fujitsu what to help there employees to better themselves and push them to be continually moving forward in there career to reach greater and better things.
- Career Mapping Tool
Fujitsu have a online career mapping tool which is where employees can in there own time go on the internet and map out there career and plan to improve and develop themselves.
Each of these areas are helping to motivate the employees and help each employee to be not only successful but happy in there job.
Fujitsu is committed to the highest level of development within the business as of this commitment they have been awarded Champion IIP 2006
Fujitsu have a number of services connected to there company to attract new employees to the company as there are a declining number of graduates within northern Ireland Fujitsu needs to make sure they have something which will attract people to want to work within Fujitsu rather than there competitors.
- Regionally adjusted competitive base salary
- Company wide incentive plan based upon individual company performance
- Up to 10% company pension contribution
- Permanent health insurance
- 4x salary life assurance & dependant benefits
- Company car or cash allowance schemes
(www.fujitsu.com/uk/about/jobs/graduates/index.html)
Fujitsu believe that every employee is different and has a different priorities within there lifestyle, although commitment to Fujitsu is important they have a “your choice” plan set in place which will help each employees access a full range of benefits to suit them and their family life, therefore the employee will feel happier within there job and more motivated to work well for the company and to the highest standard. This displays that Fujitsu are not only driven by making a profit but can see the importance of there work force. Some of these benefits are:
- Personal accident cover
- Dental Plan
- Childcare vouchers
- Flexible annual leave
- Medical insurance
Fujitsu are focused on training staff and put a lot of time and money into the training of there employees, although it would be an ideal situation for the employees to enter Fujitsu with the relevant skills. Although there are benefits to have inexperienced employees working within the company:
- Inexperienced staff are gaining new knowledge
- When experienced staff are training new employees they get the change to top on and refresh there own knowledge building on what they already know.
- New ideas can be developed as the new employees are asking new questions and could raise new points
The company will benefit from each of the above points in that new ideas will be developed and brought to the business.
Staff Training Requirements
Each employee which comes into Fujitsu is trained weather they have the skills or not this is to ensure each employee fully understands the standard which Fujitsu are aiming for. Each employee is required to develop there skills and take part in all areas of there job to there highest standard. Each employee will be retained and given opportunities to develop on areas which they feel could be worked on within the business.
Requirements for recruitment of new staff
When recruiting new staff a business has to make sure they find the right kind of people for the job, and also make sure that the people they employee can not only do the job but work well together in the work place.
Fujitsu in Northern Ireland are in the process of adding a new centre of excellence in Londonderry, this will not only bring over 400 new jobs to the area but will bring new jobs to school levellers and employees of all levels of skills. Fujitsu believe that not all people have to have a long list of qualifications to be outstanding employees, this will also bring more then £24million to the local economy. This will include all levels of people being introduced into the business, from school levers to experienced management.
David Courtley CEO of Fujitsu Services said: “This is a significant step for Fujitsu and Northern Ireland, and builds on over 30 years of working and investing in the area. Derry has an advanced local infrastructure, the availability of an IT focused labour market and a very close proximity to the UK/European marketplace which made it an ideal choice. The jobs being created at the new Centre of Excellence will encompass a broad spectrum of specialist high quality IT services roles.” 6th June 2007
(http://www.fujitsu.com/it/news/fseu_20070606-50-uk.html)
Local employment trends
The local employment trends could be very important to a business as a business would not what to set up somewhere that they are not going to get enough or the right people to work for them. Fujitsu have not come across this problem as they have had a large number of people applying for there new centre along with a large number of people still applying for jobs in each one of there centres not only in Northern Ireland but world wide
Within Northern Ireland the local economy is continually growing each day, not only in the business world but in the amount of people coming to visit and live in Belfast.
Fujitsu said that they do not feel that there had been any decline in the number of graduates coming to work in Northern Ireland and Fujitsu.
“Complemented by an expansion at its existing Belfast location, this landmark project, supported by invest NI, demonstrates the strength and skill of the talent pool across Northern Ireland and reinforces how local skills can be a key factor in securing and retaining high quality international investment”
Economy Minister: Nigal Dodds 6th June 2006
In northern Ireland the employment rate has gone up by 4.3% from September to November 2007, from 3.9% the quarter before, this is good for Fujitsu has the number of people willing to work within the company will remain high, keeping the employee turnover high and employment levels high.
Nigel Dodds said: "The service sector performance remains positive despite some evidence of slower growth over the quarter and over the year. Northern Ireland companies are continuing to perform well and as we continue to engage in the global marketplace we will be increasingly exposed to the impact of wider economic changes”
This statement from Nigel Dodds lays out the popularity of service industries this is a good thing for Fujitsu as they are also in the Service sector.
Employee motivation and training
Many business today are not fully aware of the impact motivation and training can and does have on each area of a business, therefore it is a vital part of business life that they learn and understand the factors that determine positive motivation and training within all the areas of their business. The scale of the business is irrelevant to the success and need for a well implemented training and motivational program, whether its building on the motivational levels of one single worker or five hundred workers everyone needs the same motivation and training. Training and motivation are very much linked and can reflect off each other in the work place in many ways that’s why they are both important in every area of the business
Motivation
Motivation is something that is to be approached different by different businesses and the responsibility process and success lays with not only the management of the business but all supervisors and employees, however it is important that the business uses motivation to achieve corporate goals.
Motivation is the force which makes us do things as a result of our individual needs being satisfied making us inspired to complete the task the employee feels they have to complete the task but because they want to complete the task themselves. Depending on how motivated a person is, it may further determine the effort we put into our work and therefore in the long run will increase the standard of output within the business. The first motivational statue which comes to mind is a high salary for the employee, this answer would be correct for some employees but may not be for others which are motivated by other ways this supports the statement that human motivation is a personal characteristic, and not a one solution fits all option.
There are a number of theorists which have studied the area of motivation in the work place stretching beyond the 19th century, because of this a number of theorists have put together their own conclusions developing a wide range of motivational theory being produced an example of one of these theorists is Frederick Herzberg (1966). His theory was based on a analysis of the interviews of 200 engineers and accountants in the Pittsburgh area in the USA. According to this theory, people work first and foremost in their own self enlightened interest, for they are truly happy and mentally healthy through work accomplishment and that peoples needs are placed into two types:
Animal needs (hygiene factors)
- Supervision
- Interpersonal relations
- Working conditions
- Salary
Human needs (motivates )
- Recognition
- Work
- Responsibility
- Advancement
Hygiene factors which are not met can act as de-motivators but if satisfactory their motivational effect is limited. The psychology of motivation is very complex and because of this Herzberg exploded several myths and motivators which as:
- Shorter working week
- increasing wages
- Fringe benefits
- Sensitivity/human relations training
- Communication
An example of this is saying please to an employee does not motivate them to work harder and telling them about the overall performance of the business may even antagonise them more. Herzberg regards these also as hygiene factors, which if means the business has to satisfy animal needs not human needs for there employees
Fujitsu believe in motivating there employees to a high standard, they believe that
“an employee with good motivation can be easier to work with, more willing to help others out and most importantly eager to get the job done” ( questionnaire filled in by Andrew Mc Minn). Although Fujitsu do feel that it is not good to have an over eager employee with masses of motivation within the company, it van in some cases frustration among other members of staff and indeed frustration from the over motivated employees.
Financial motivation is the most common way of motivation for a business but not all employees are money driven. Fujitsu use a number of financial methods to motivate there employees, they have a program set in place called your choice which has been designed to make it easy for staff to access a full range of benefits they can pick the benefits which best suits there and there family:
- Personal accident cover
- Private medical insurance
- Dental plan
- Critical illness cover
- Discounts on fujitsu products which as personal computers and a broad array of other technological products
- Employees assistance programme – 24hr employee advice line
- Flexible annual leave
- Childcare vouchers
- Corporate discounts on gym membership
- Health screening
These are just some of the benefits an employees at Fujitsu can benefit from there are also annual bonus’s and VIP awards.
Another important theory is the one of Maslow, his Theory took into consideration what is important in peoples career chosen their mates and to treat other people in the way that they do. He believed that people are motivated by their needs, most scholars of psychology recognize Maslow by his famous pyramid, termed the hierarchy of needs. This pyramid is shown below.
The base of Maslow’s pyramid contains our most basic biological needs, while safety, love, and self-esteem form the next three levels, respectively. The top level of the pyramid is a desire for self-actualization, or self-fulfilment. Without meeting one’s basic needs at the bottom, said Maslow, one cannot have those more evolved, uniquely human needs at the top. Therefore self-actualization, according to Maslow’s first model, is what all people ultimately strive toward—it’s the purpose of life.
This can be relevant within the work place in that each person needs to meet each of these needs within the work place to active within the work place.
One of the most influential theories of the time and someone who had a large impact on management service practice as well as on management though to the present day was Frederick Taylor formalized the principles of scientific management and the fact finding approach.
Scientific Management was concerned with efficiency. There were two aspects to this, Taylor realized. The workers must have the correct tools, work plan, and environment to support their working as efficiently as possible; and the workers must want to work as efficiently as possible.
Toward the first end, Taylor claimed to have conducted experiments in varying conditions. For example, if the job was shovelling, a larger shovel blade could move more material in a single stroke, but it would also tire the men more. Taylor gave the men shovels with smaller and smaller blades each day until the amount shovelled in a day began to fall. Therefore he determined the most efficient size of the tool for each task. Through studies such as these, Taylor was able to reduce the number of shovelers at the Bethlehem Steel Works, where he was then employed, from 500 to 140.
This theory is relevant to Fujitsu in that if they fully understand the task in hand for there employees they can determine the kind of person needed for that job and the amount of time it should take to complete this task. Within Fujitsu they make sure that each employee had the training and support they need to compete tasks within the work place.
Another important theorist is Douglas McGregor who wrote a book called “the human side of Enterprise” , his theory X and theory Y are still referred to commonly in the field of management and motivation.
McGregor’s X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor's XY Theory remains central to organizational development, and to improving organizational culture.
McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten.
McGregor maintained that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop.
Theory x ('authoritarian management' style)
- The average person dislikes work and will avoid it he/she can.
- Therefore most people must be forced with the threat of punishment to work towards organisational objectives.
- The average person prefers to be directed; to avoid responsibility; is relatively unambitious, and wants security above all else.
Theory y ('participative management' style)
- Effort in work is as natural as work and play.
- People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment.
- Commitment to objectives is a function of rewards associated with their achievement.
- People usually accept and often seek responsibility.
- The capacity to use a high degree of imagination, ingenuity and creativity in solving organisational problems is widely, not narrowly, distributed in the population.
- In industry the intellectual potential of the average person is only partly utilised.
Training
The training of staff and the skill each person has is the basic and most important part of any business, as this is what the public will be judging the business on how well there staff can help and understand the business. within Fujitsu this is no different if not more important as this is an information technology and communication business each employee will need to know exactly what is going on within the business and each product or service they offer in each area of the business. As this is so important Fujitsu have a training system which each person have to follow and be a part of which they call the Fujitsu Academy which allowed employees to meet new people within the business and take part in a number of training initiatives
Fujitsu are always looking ahead and thinking of new ideas and skills which will be needed to bring in these new ideas, as this is so important they feel they have to frequently check the skill levels of their staff to ensure they can meet all there goals and targets. If the business were to employ new people for every new task which they tool on this would become very costly for the business, they feel therefore it is most important to find skills within their own employees which can be trained and used in different areas within the business. This not only motivates staff within the business but pushes each member of staff towards feeling part of the business.
Fujitsu are focused and committed to finding and developing a diverse and well working work force which will best suit Fujitsu. Fujitsu need to find the best age skill and abilities for there business. As well as bringing new employees into the business which would bring new fresh ideas, Fujitsu make sure each employee feels motivated and enjoy working in Fujitsu. The more experience staff bring knowledge and skill to the job building on the new ideas which are being brought into the business each day, because as this Fujitsu pride themselves on being a “peoples company and its success is built on the skills and knowledge of our people” ( appendix 2 slide 6 )
Fujitsu support new ideas and welcome them from all there employees from all ages, this not only helps to motivate the employees and make them feel a part of the business but help Fujitsu to understand what the public want from the business. Fujitsu support the ideas and review each one, be doing this they have built a supportive culture within the business.
Fujitsu believe in valuing every person as a unique individual and celebrating there differences making Fujitsu a better place to work for all its employees.
Fujitsu believe in the slogan “to be successful we have to be different. You could just follow the crowd or stand out. What do you want to do?” this is a very motivational statement which is displayed to all there employees.
Fujitsu use a number of training methods when training there employees, the main focus is on developing individual personal skills, therefore building on the employees strengths as well as there weaknesses.
Induction
This takes place at the beginning of employment and is key to the employee’s development. Fujitsu understand that starting a new job can be a daunting experience for most people and each person needs time to settle in and find there feet within the company. Fujitsu make this process as easy for the employee as possible.
Fujitsu Experience
This is a one day practical, interactive and information event which is designed to give a taster of what is will be like to be a Fujitsu. Within this event they focus on the culture and the values within the organisation and also gives people the opportunity to meet new people from within the company and settle into there role within the Fujitsu family.
Fujitsu induction
This is a half day which is designed to share information about the business and displays to the employee how there job fits into the bigger picture as a world wide Fujitsu.
Fujitsu on-line induction
This is an online interactive area which employees can take advantage of online training in there own time and at there own pace, with a handy A to Z guide to Fujitsu’s Services.
Personal Development Plan
Each employee alone with there manager puts together a Personal Development Plan to focus on a structured forum to help each employee to understand there potential thought-out the company.
Invest In Yourself
This is a development program which is in place to help employees to achieve there goals and ensure they have the right skills to help bring the business into the future, and recognise there short and long term career goals.
Career Mapping Tool
This is an online tool which gives employees a chance to map out there next career move, within the website it gives all the tool and information needed to plan a career map. This will help employees to identify and skill gaps they may have and wish to improve on. This site also allows employees to apply for new opportunities across the company.
Together all these different programs help each employee to develop and feel motivated within the company to apply for new areas within the company and achieve new goals from training and self development. Therefore the quality within Fujitsu will be improved as employees are motivated and feel a part of the business producing better quality products and services.
AO4
What is legislation?
Legislation is a law is its simplest terms, or a set of laws that have been enacted by a legislative body, which within the UK is the parliament at Westminster. There are a number of different types of legislation which all go towards making the laws within the UK.
Legislation in Business
Legislation is very important within any business world wide, each business needs to make sure it fully understand any legislation which surrounds that particular business sector and put each law to good use within there business. There are a great number of legislations which could affect business the main areas which will affect a business such as Fujitsu are:
- Sex Discrimination order
- Disability Discrimination Act
- Race relations
- Fair employment
Sex Discrimination Order
The Sex Discrimination Act 1975 applies to men, women and gender reassigned and states that it is unlawful for an employer to discriminate or fail to prevent discrimination against a worker because of his or her gender, marital or gender reassignment status.
Direct Discrimination – This occurs where a worker has been treated less favorably then another on the grounds of his or her gender, and the treatment has resulted in dismissal, denial of opportunities within or for employment or training, or any other detriment.
Disability Discrimination Act
This Disability Discrimination Act arms to end the discrimination that many disabled people may face in there day to day life. This Act has been build upon for a number of years first being introduced in 1995 and has been updated a number of times. The act gives disabled people the rights in the areas of:
- Employment
- Education
- Access to goods, facilities and services
- Buying or renting land or property, including making it easier for disabled people to rent property and for tenants to make disability-related adaptations.
Each employer has a duty to make reasonable adjustments to make sure each area is accessible for everyone working with the business and each person has the same opportunities and does not feel disadvantaged by employment arrangements or any physical feature of the workplace.
Race relations
The Race Relations Act 1976 states that it is unlawful for an employer to treat or fail to prevent the treatment of workers less favorably because of their colour, race, nationality or ethnic or national origins. There are many forms of race discrimination which can be found in a workplace these are just some examples:
- Direct discrimination- this is when a worker is treated less favorably then another in a similar circumstance on the grounds of his or her colour, race, nationality, ethnic or national origins. Direct Discrimination may also occur where the employee has been unfairly dismissed or denial of opportunities within or for employment etc.
- Segregation
- Victimization
- Racial harassment
The Employment Rights Act
This act requires that certain terms and conditions must be set out in a single document called the contract of employment. The written terms and conditions will contain both contractual and statutory rights that is both those protected by law and those negotiated directly between the employer and the employee or representative.
All such contracts must cover a number of different areas some examples of these areas are:
- The names of the employer and the employee
- The date on which employment began and when continuous employment began (For example any previous employment which counts towards continuous service)
- The rate of pay, intervals of payment and any other benefits
- The hours of work
- The holiday entitlement
- The place of work and the address of the employer
- The job title and a brief description of the role
- The period for which employment (if temporary) is expected to continue
Fujitsu
Fujitsu make made sure they have covered all areas of legislation connected to there business, not only because it is the law within the UK but because it is important to them that each employee enjoys working within Fujitsu, and can work in an environment which will help them to build upon there skills and grow within the business.
Each building within Fujitsu is fitted with lifts and other facilities which will help to ensure disabled employees enjoy the same working environment as all employees within the business. Fujitsu also make sure they provide a fair working environment for all the employees despite there gender, colour, race or religion.
Fujitsu believe in the slogan “Our culture is grounded in integrity, openness and realism” Fujitsu are committed to supporting their employees to make the right choices that suit their lifestyle as they understand each person has different circumstances within there lives, therefore they offer a service which is called “your choices”
The program your choices was set up and designed to make it easier for employees to access a full range of benefits which are on offer from Fujitsu and given the opportunity to “flex” benefits to suit the employee and their family life. Fujitsu provide a wide range of benefits which include:
- Personal accident cover
- Private medical insurance
- Dental Plan
- Critical illness cover
- Discounts on Fujitsu products for example personal computers
- Employee assistance programmes – A 24 hour help and advice line for employees.
- Flexible annual leave
- Childcare Vouchers
- Corporate Discounts on gym membership
- Health screening
Job share
The benefit of job sharing will be an attractive benefit to some employees and not to others, this is when two employees both share one job and work on a part-time base within the company.
Private health insurance
Fujitsu offer employees private health insurance to there employees, this gives all employees the opportunity to buy health insurance through Fujitsu with a wide range of fixable packages.
Family Friendly policy e.g. Crèche
Fujitsu offer a number of different benefits to their employees some of which are benefits to there employees made by Fujitsu and some are legislation for example extended maternity leave, paternity leave for fathers in the first year following the child birth.
Although Fujitsu does not offer Crèche facilities on site within Fujitsu they do support the employee by running a childcare voucher scheme, this system offers a great advantage to parents working with the company. This is where the Inland Revenue allowed you to buy up to £243 worth of childcare vouchers each month tax free.
Flexibility in working times and location
Fujitsu allow their employees to work from home or arrive later to work if it suits the employees better due to leaving children to school for example.
Work life balance models
The availability of reducing hours has given staff the opportunity to choose a working pattern best suited to their lifestyle and personal needs as long as it has been approved by the local management.
Leisure and fitness scheme
Fujitsu has been able to offer reduced rates for there employees in fitness suits in the local area.
Fujitsu also offer a number of skill building and training development programs to there employees, this is because they have a passion for developing excellence which in turn has resulted in Fujitsu being awarded Champion IIP status, this is a coveted award that puts Fujitsu Services in the top 1% of companies who adhere to this standard.
Fujitsu have put together an on-line induction training program which is an area within there intranet which is easily accessible and provides tools and information to assist new employees to the company and includes an A – Z guide to Fujitsu services.
Each employee is encouraged to develop a personal development plan in conjunction with their manager, the main focus of this program is to provide a structured forum which will help ensure each individual employee realizes their full potential through working within the company which is supported by there personal development plan.
Fujitsu also believe each employee should invest in themselves, “invest in Yourself” is a program designed to support an individuals develop themselves. It provides training programs filled with useful hints and tips on how to successfully develop their career within Fujitsu Services. Invest in yourself is dedicated to helping Fujitsu employees prepare for their long and short term career goals.
Fujitsu also develop an on-line career mapping tool that guides each employee through there career moves and what would be the next best choice for them.
Together each of these programs help each employee within Fujitsu to add to there skills and achieve there goals within Fujitsu. This not only benefits the employee but benefits Fujitsu in many ways the main reason being that by training employees from within the business they can develop relevant skills for working within Fujitsu and can look forward to enjoying a long term career within Fujitsu.
How the employees feel
I produced a questionnaire which was given to a longstanding Fujitsu employee Andrew McMinn who has been working with Fujitsu for a number of years and also is a parent, I asked a number of questions to find out if he felt Fujitsu provided services which benefit him, and if the “Your Choice” scheme works well within the company ( appendix 4 )
Overall the feedback which I received was very positive, the employee felt Fujitsu within reason accommodated there working hours. The employee felt in particular that the benefit of childcare vouchers was a great helping hand. Overall the employee strongly believed that Fujitsu flexibility gives them the opportunity to choice a working pattern which is best suited to their needs and lifestyle but still is reminded that all benefits have to be approved by the local management.
Evaluation
Fujitsu pride themselves on having a high level of employee satisfaction within there company and this seems to be the case. Fujitsu have proven they are not only focused on generating profits for the company but providing a friendly working environment for their employees. I think this shows that they are dedicated to there employees and are overall an excellent company to work for as they believe that each employees job should fit around there lifestyle. I think this would develop a better working atmosphere within Fujitsu and in turn lead to employees developing a better standard of work within the business.
Within the questionnaire from Andrew McMinn (see appendix) you can clearly see he is happy with the benefits Fujitsu offer within the company as they allow him flexibility within his job, as well as a large number of benefits to choose from. I feel this shows not only that he can enjoy his job but can mix his home life and work life effectively without developing problems for himself or for Fujitsu and again will lead to a better working environment and standard within the business.
Fujitsu’s focus on performance within the company has been a large advantage to the business financially, as they were hitting a loss of £100m in 2002 and has been able to turn this into profits of £130m in 2006. This again shows that developing a better working environment for employees is not only beneficial for employees but bring in a higher profit as moral and working standards within the company is higher, making employees enjoy the working life as it fits well around there home life.
Recommendations
As Fujitsu is a larger company which are going from strength to strength developing their employees and making sure each employee are happy within there jobs. The fact that Fujitsu have a low staff turnover this is an indication that Fujitsu employees are happy within there jobs and enjoy the benefits given to them by Fujitsu. Fujitsu should maybe involve themselves more within the local community helping people to feel that Fujitsu are giving something back to the local community and in turn will provide a better image for the company as family friendly. Fujitsu is also an Investing in People champion meaning they have reached a high level of employee satisfaction within the company. This is all makes Fujitsu an attractive company to work for.
