Running head: TOM TOM’S HRM CURRENT SITUATION
Tom Tom’s HRM current situation
2016 was supposed to be the year in which the all the HR strategies and objectives around
People and Culture, World Class Leadership and the Employer Brand started to pay off. The way
Tom Tom wanted to overcome their setbacks was by coming up with a strategy that, the key to
our future success as a company is reliant on the strength of our people and culture.
TomTom launched a new intranet platform that included Yammer, an employee social
sharing network, as well as a daily news feed to share employee stories. The intention of the new
platform was to build bridges between global offices and share stories, ideas and projects. This
platform is the primary content hub for all elements happening within TomTom. Within the first
week of launch, 100% of the workforce joined the platform.
Besides improving all internal platforms and communication channels, they focused on
supporting employee activities, boosting awareness across all Tom Tom global sites, and bringing
a higher level of communication efforts to everything they do internally. Examples of this can be
found in appendix
APPENDIX!
These activities include:
• Live internal broadcasts of Hackathons. Innovation Days and other internal events;
• Awareness campaigns to support internal departments and activities;
• The launch of a narrowcast system, SCALA, to showcase all business content and
employee generated content on designated media screens in offices around the globe.
2016 saw a big shift in boosting and improving the level of their employee communication and
activities.
2016 also proved to be a year in which:-
company’s HR strategy and objectives around people and culture materialised
The company attained world class leadership
Tom Tom aspires to attract the best people and invest in their development. This is due to the
belief that “the future success as a company is related to the strength of people and culture”
(TomTom, 2017). The company wants to accomplish this by committing to the advancement and
career development of their employees.
This is exemplified by their policy to first recruit from within the company, which supports their
’Achieve More' proposition.
In support of this policy, they are strongly promoting internal hires for leadership and
management roles before recruiting externally.
Another way is the company’s graduate programme. In 2016, Tom Tom's graduate
programme continued to attract top talent. The company attracted over 1,600 graduates from
around the world (up by 150% from 2015). These graduates came from top tier universities: MIT,
ESSEC, HEC, LSE, and Imperial College London.
Their ambition is to continuously raise the level of this programme and to create a competitive
engineering track that is a highly sought after placement for those who qualify.
