| Abstract: | This article describes the human resource management system in place at Praxair. Key emphases of Praxair's HRM infrastructure include (1) competency development and performance‐management processes and (2) team‐based performance systems, which include four levels of measurement: company‐wide, business‐unit, cross‐functional teams within business units, and special‐initiative project teams. Key challenges for the future include (1) prioritization of choices in support of the firm's global growth initiatives, (2) employee development and new talent acquisition, (3) designing more effective methods to anticipate business needs and provide strong, proactive leadership, (4) accelerating leadership development and influencing adequate investment in education and development programs, and (5) designing and implementing effective methods to acquire new talent to support business strategies. © 1999 John Wiley & Sons, Inc. |
