Parker Hannifin Case Study
Abstract
This report explores the talent management strategies in place at Parker Hannifin while also making recommendations to help them adhere to the best practices laid out in our course "Human Capital Management" and in the book “The Executive Guide to High-Impact Talent Management” by David DeLong and Steve Trautman (2011). We conducted an interview with Tammy Seltrecht, SPHR, Division HR Manager at Parker Hannifin. We focused our analysis on the three main components of the employee cycle, acquisition, development, and retention, and also included information on how the company ties their corporate goals to talent management strategy. Our evaluation and recommendations follow.
In this paper, we will share the talent management strategies being utilized at Parker Hannifin, a world leader in motion and control technologies and systems. Parker has 142 divisions, 323 manufacturing plants and they currently serve 1,100 markets. Aerospace and hydraulics are the technologies they are most well known for. Parker was founded in 1918 and today is a $13 billion global company with over 61,000 employees in 48 …show more content…
They are very matter of fact about what type of people they want and the expectations they have for them. Employees appreciate that and stick around as evidenced by their lack of turnover, despite a strict sick leave policy. They do an excellent job of giving employees a voice and truly empowering them. CEO Washkewicz said it comes down to execution, accountability and results. On December 1st, Parker announced it will work with ORACLE TEAM USA, who is the defending champion of the America’s Cup. Parker’s job will be to design hydraulic control systems on its racing yachts, in the hopes of helping them repeat their win in 2017. This is just another accomplishment Parker can be proud of, and based on what we have learned of this company, it most certainly won’t be its
This report explores the talent management strategies in place at Parker Hannifin while also making recommendations to help them adhere to the best practices laid out in our course "Human Capital Management" and in the book “The Executive Guide to High-Impact Talent Management” by David DeLong and Steve Trautman (2011). We conducted an interview with Tammy Seltrecht, SPHR, Division HR Manager at Parker Hannifin. We focused our analysis on the three main components of the employee cycle, acquisition, development, and retention, and also included information on how the company ties their corporate goals to talent management strategy. Our evaluation and recommendations follow.
In this paper, we will share the talent management strategies being utilized at Parker Hannifin, a world leader in motion and control technologies and systems. Parker has 142 divisions, 323 manufacturing plants and they currently serve 1,100 markets. Aerospace and hydraulics are the technologies they are most well known for. Parker was founded in 1918 and today is a $13 billion global company with over 61,000 employees in 48 …show more content…
They are very matter of fact about what type of people they want and the expectations they have for them. Employees appreciate that and stick around as evidenced by their lack of turnover, despite a strict sick leave policy. They do an excellent job of giving employees a voice and truly empowering them. CEO Washkewicz said it comes down to execution, accountability and results. On December 1st, Parker announced it will work with ORACLE TEAM USA, who is the defending champion of the America’s Cup. Parker’s job will be to design hydraulic control systems on its racing yachts, in the hopes of helping them repeat their win in 2017. This is just another accomplishment Parker can be proud of, and based on what we have learned of this company, it most certainly won’t be its