Cypress: Alignment and Hr Strategy

cypress tree Semiconductor Qn Is the cypress tree schema aligned with its HR dodging? Why or why non? cypress Semiconductors strategy mainly focuses on Winning volunteer the trump out and does non tolerate losing. oHiring the best lot oReward based on meritocracy oMaximizing revenue enhancement Innovation oLeading the innovation best product, net pricing. oConstantly improving. Alignment to HR strategy Areas that the Cypress strategy aligns with its HR strategy 1. self-control Threats employees like entrepreneurs.Allowing employees to run the business like their own actually gave them empowerment and vested refer to do their personal best for their job. overconfident results are treated with high move over and recognition. This also in turn ensured uttermost revenue and pro hold ups for their projects. 2. Career Opportunities Cypress Semiconductor is extremely aggressive to take aim the best fit of people for their business. They ordain go to lengths of hiring the b est people and buckle down the stairs them adequate compensation to retain them in the company. 3.Compensation Meritocracy in nature, the compensation scheme maintains that groovy performers are rewarded, non-performers are eliminated. Stock options were prone to performers to instill a sense of self-command in the company and the last 3% are deemed as non- playing and are unacceptable. 4. Hiring The well-nigh military clock-work style in their hiring actions apace and precise. Offering at onset of the query is an aggressive style in hiring and would in all probability a unique and effective route to get the people they want.Basically, Cypress is hiring people with the winning mentality, they are more possible to be looking for leaders in the hiring figure out. They will exact the people who tail make quick and knotty decisions and the candidates they hire are already pre-selected. The full-length process of hiring I feel is indeed autochthonous as it is self-elimina ting. Survival of the toughest ensured that the best in the industry joined. Areas that the Cypress strategy that does not align with its HR strategy 1. orca softwareThis musical arrangement was in placed to patron track and improve performance without the instruction of a bureaucracy in place. Eventually, the trunk caused the company to focus its attention to worst performance and eliminates the lower tail distribution, the non performing people. This in itself is bureaucratic and military as it does not have a superstar tolerance to failure. The increased monitoring under the killer software became micro-managing in the whole process of performance measure. 2. Goals system This system was set to allow project operate process, that has speed and agility.And was supposed to help teams make problems and dissolve conflicts. However the feedbacks were negative quite than constructive and highlights failures more than successes. This may not be useful for their annual staff review. 3. No failure tolerance The tough and intensive work environment created by Cypress was not for everyone. The stress face up by employees who do not fit is high. There are no another(prenominal) ways to help and retain these people. This tough and competitive environment contributed to the lack of aesthesia towards employees and customers.