When looking for a job, I tried my best to find a company that I knew would push me to limits, while at the same time use my skills to be an asset to their corporation. During that search, I found ABB, Inc, a process automation company, where I have been employed for just a little over a year now. The company has so many different advantages that many other company do not offer. During my process of applying for the job, I took into consideration of my future inside and outside of the company. I am proud to say that it is within my plans to work with the company until I retire, because they are one of the world’s largest process automation companies in the world. ABB uses both human capital metrics, and key performance indicators to make sure that their employees are happy and maintain their assigned duties. Some of the human capital methods that were pertinent to me include: Training Investment Factor, upward salary change rate, and bonus receipt rate. A couple of the key performance …show more content…
There is a period at the beginning of each year, as well as the end of each year when your manager gives an evaluation to you to complete. At the beginning of the year, you are given some reasonable, yet challenging goals to accomplish by the end of year. This is a way to push the employees to their best at everything they do. By the end of the year, you are reevaluated to see what you have accomplished. Based off what you have met, or exceeded, this is where your score for your bonus comes into play. The effectiveness of training measure ties back into how the employees are trained through the ABB academy program, and tested to see what knowledge they have learned. Once the employees have succeeded the different levels, they are considered to be ready for the “real world” within the