Performance management practices in Comcast

performance management practices in Comcast

Introduction

Comcast corporation (formerly registered as Comcast holdings) is an american telecommunication conglomerate headquarter in Philadelphia,Pennsylvanian.It is the second largest broadcasting and cable television company in the world by revenue and the largest pay-TV company,the largest cable TV company and largest home internet service provider in the united states,and the nation third largest home telephone service provider.

financial performance

The book value of a company nearly doubled from $8.19 a share in 1999 to $15 a share in 2009.Revenue grew sixford from 1999$6 billion to almost $36 billion in 2009.Net profit margin rose from 4.2% in 1999 to 8.4% in 2009,with operating margins improving 31% and return on equity doubling to 6.7% in the same time span.between 1999 and 2009,return on capital nearly tripled to 7%.Comcast reported first quarter 2012 profit increases of 30% due to increase in high speed internet customers. In February 2014,Comcast generated 1.1 billion in revenue during the first quarter due to the sochi Olympics. As of 2018,Comcast is ranked No.33 on the fortune 500 rankings of the largest united states corporations by total revenue.

philanthropy

Comcast offer low cost internet and cable service to school,subsidized by general broadband consumer through U.S. government E rate program.critics have noted that many of the strongest supporters of Comcast business deals have received substantial funding from the Comcast foundation.

Leadership

Comcast is sometimes described as a family business. Brain L.Roberts,chairman,president.and CEO of Comcast,is the son of founder Ralph J. Roberts.Roberts owns or control about 1% of all Comcast shares but all of the class B super voting power over the company.legal expert Susan p.Crawford has said this given him effective control over Comcast every step.in 2010 he was one of the highest paid executives in the united states with total compensation of about $31 million.






























Comments

Post a Comment

Popular posts from this blog

Performance Management in Pepsico

PEPSICO Company Background PepsiCo., Inc., is a global snack and beverage company which manufactures, markets, and sells carbonated and noncarbonated beverages; various salty, sweet, and grain-based snacks; and food products worldwide. In 2004, the company had 153,000 employees worldwide and generated $29.2 billion in annual sales.   Practice Description   PepsiCo’s dual performance ratings measure managers’ progress at building workforce strength through establishment and evaluation of both business and people objectives. To drive accountability, the company links the outcome of each individual rating to merit increases and variable compensation, thus ensuring people management remains cent Performance Management is one of the oldest organizational concepts that is amongst the most relevant even today. Having already seen plenty of overhauls to the approach, strategy and governance of Performance Management frameworks over the last 3 decades, it is once again at the cusp of
Read more
Image
Practice Leads to High Performance as Nike Executes Global Strategy Performance Management System at Nike The Performance management system is the periodic review and formal process, which is the result of work that is done jointly between boss and collaborator. Its main value lies in the fact that it is an instrument for line managers at all levels to maintain a touch with their colleagues, on the way that will meet the objectives and goals of work previously agreed to fulfill our commitments emanating from the strategic guidelines and directives of the organizational plans (Luecke, et.al, 2006). The performance management system at Nike ensures proper and timely fulfillment of the objectives embodied in the organizational plans, identifying the contribution of each employee in the performance of them. It also generates a constant communication between managers and employees to improve job performance of both. The objective of the performance management system at Nike is to p
Read more

Performance Management in Goldman Sachs

Goldman Sachs, one of the world's leading financial firms, is yet another Fortune 500 company to overhaul its performance management process. The company faced the blunt end of the financial crises, with the majority of the capital heavily invested in risky housing loans. As a result, the U.S government had to bail the company out. However, the level of problems ran deeper than the their ability to make sound financial judgments, and attract young talent. In recent years, the firm has been accused of simply chasing the green back to get ahead. In fact, a resignation letter penned by a previous employee, outlined just how bad the culture got at a place that was [sic] “built on teamwork, integrity and humility”. A Culture in Crises The letter went to say that it was Goldman Sachs’ culture that led the company  to 143 years of success. According to Greg Smith “I look around today and see virtually no trace of the culture that made me love working for this firm for many years”. T
Read more