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Expansion of Tim Hortons to Shanghai, China

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Jeffery Tsui

on 25 November 2015

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Transcript of Expansion of Tim Hortons to Shanghai, China

People are the greatest assets...
Functional, product, geographic...
Tim Horton's Smartest move...
Tim Hortons' Organizational Structure
Human Resource Management Strategy
Corporate Organization Structure
Organizational Structure of Shanghai
$1.25
Nicole Bonneteau, Francesca Tocco, Jeffery Tsui, Jay Zhou
Team 50
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
Power Distance
China
High power distance
Roles are highly defined
Strong hierarchy
Inequalities is common
More recognition = More power
Canada
Low power distance
Sense of equality
Equal opportunities to offer suggestions
Leading People & Organizations News
Masculinity V.S. Femininity
Both are Masculine society, but...
Masculine society

The concept of "Patriarchal" has strong influence

Men tend to be success-oriented

Prioritize work-life
China
Canada
Masculine society

More equality of both sexes and more equally distributed in management level

Prioritize the quality of life
Canada
Short-term orientation
Prefer to receive benefits and payoffs as soon as possible
Immediate benefits
Long-term V.S. Short-term
China

Long-term orientation
Focus on long-term payoffs
Organizational Structure of Tim Hortons & 3G Capital
Functional Organization Structure
Highly Centralized
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)
Feedback
Quantifiable results
Compensation
Similar motivator: Monetary compensation
Compensation-level based on seniority
Front-line/Entry level positions:
- Universities and post-secondary
- Job boards
Management positions:
- Head hunter firms
- "Guanxi"
- 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
Compensation
Introduction
3G has a very bureaucratic structure
HRM 4 Key Areas:
Performance
Investing in our employees
Setting challenging but realistic goals
Job specific compliance training
Tim Hortons Expansion to China
Importance of Work and Motivation
Family
Job Design and Job Enrichment
Improving Opportunity
Linchpin Position
Not vital Positions
Right People in the Right Position
Management Approach and Union
Centralized
Union? NO
Canada
Middle range ranking
Less willing to take risks
Still open for new ideas
China
Low on uncertainty avoidance
Willing to take risks
Uncertainty Avoidance
Individualism V.S. Collectivism
Canada
Individualist society
Concept of "I" and "Me" is critical
More emphasized on personal success
China
Collectivist society
Concept of "We"
Act in the interest of the group
Individual cannot act independently
THANK YOU!!

Q & A
Full transcript