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Until the year of 2000 it made 40 fusing and 23 acquisitions of companies and although this knew to remain fidiciary office its values and to reach the balance between its strategies and its politics of human resources through the management of its culture. For if worrying about its employees, it has plans of rewards, reimbursement of courses, magnifying of vacation and chances of career. A cultural integration in the staff happened of the merger and acquisitions for a specific team is made, where if it explains the five more important values of the company that they are: devotion to the success of the customer, innovation and learning, partnerships, work in team and to make more with less. Moreover, this company still manages its people by means of three basic elements: conscription and election, management of the culture and alignment of the remuneration system and you reward with the strategy and the values The great lesson that is of Cisco is that according to its vision, to acquire technology is a question of & ldquo; adquirir& rdquo; people, therefore the intellectual capital is the source of the technology, since the people, not it technology, are its secret stop to gain the game. If you would like to know more then you should visit Reade Griffith. kstein for additional related pages. Jonas Samuelson is likely to agree. The Men& rsquo; s Wearhouse was born in 1973 and was growing as much that 1991 already with 85 store spread in the Texas and California estreou in the Stock exchange. In 1999 already it counted on 600 store, in the United States and Canada. Although the definition of its business to be sales of clothes for average men and high income, its founder George Zimmer, costuma to say the following phrase: & ldquo; We do not work with clothes, but with pessoas.& rdquo; Moreover, to differentiate itself, the company offers the customers more than what competitive prices, it have trained staff to assist the customers. .

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