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Expansion of Tim Hortons to Shanghai, China
Transcript of Expansion of Tim Hortons to Shanghai, China
Functional, product, geographic...
Tim Horton's Smartest move...
Tim Hortons' Organizational Structure
Human Resource Management Strategy
Corporate Organization Structure
Organizational Structure of Shanghai
Nicole Bonneteau, Francesca Tocco, Jeffery Tsui, Jay Zhou
Cultural alignment: China V.S Canada
Cultural, Motivation, Political, Job enrichment...
Additional Considerations in China
Continue to Country Context......
A WORLD OF OPPORTUNITY
Hofstede 5 Cultural Dimensions
High power distance
Roles are highly defined
Inequalities is common
More recognition = More power
Low power distance
Sense of equality
Equal opportunities to offer suggestions
Leading People & Organizations News
Masculinity V.S. Femininity
Both are Masculine society, but...
The concept of "Patriarchal" has strong influence
Men tend to be success-oriented
More equality of both sexes and more equally distributed in management level
Prioritize the quality of life
Prefer to receive benefits and payoffs as soon as possible
Long-term V.S. Short-term
Focus on long-term payoffs
Organizational Structure of Tim Hortons & 3G Capital
Functional Organization Structure
TDL Group Corp.
Maintain current corporate structure
Organizational Structure of Shanghai Location
Franchise owner responsible for Shanghai store, following our franchise standards
Proposed HRM Strategy
Recruitment and Selection
Utilizes Burger King's connections
Investing in Our Employees & Job-Specific Compliance Training
Strong Work Identity
Sense of belonging
Control Human Resource
Performance Evaluation and Setting Challenging but Realistic Goals
Annual performance evaluations
Based on specific job duties, employee engagement and team work
Clear goals (3)
Similar motivator: Monetary compensation
Compensation-level based on seniority
Front-line/Entry level positions:
- Universities and post-secondary
- Job boards
- Head hunter firms
- Online postings
Benefits for full-time employees:
* Housing funding contributions
* Social Insurance
* Health care
Focus on Tim Hortons' 4 key areas with Cultural adaptations:
Recruitment and Selection
Investing in Our Employees & Job-specific Compliance Training
Performance Evaluations and Setting Challenging but Realistic Goals
3G has a very bureaucratic structure
HRM 4 Key Areas:
Investing in our employees
Setting challenging but realistic goals
Job specific compliance training
Tim Hortons Expansion to China
Importance of Work and Motivation
Job Design and Job Enrichment
Not vital Positions
Right People in the Right Position
Management Approach and Union
Middle range ranking
Less willing to take risks
Still open for new ideas
Low on uncertainty avoidance
Willing to take risks
Individualism V.S. Collectivism
Concept of "I" and "Me" is critical
More emphasized on personal success
Concept of "We"
Act in the interest of the group
Individual cannot act independently
Q & A