课程代写：对公司文化的认同
TSM的几名团队成员认为，如果一个人不适应公司文化，这个人就不会长久。一些管理人员甚至认为，如果一个人表现不佳，那么这个人可能会被安排到另一个更舒服的地方。只要员工不缺乏动力，业绩不佳对TSM来说从来都不是什么大问题。副总裁说，如果一个求职者不能融入公司文化，他永远不会感到舒服。Sulkowicz博士曾在TSM接受过高级职位的面试。他总是告诉每个求职者，如果他们认为自己能在很短的时间内改变公司文化和其他制度，那么他们就来错地方了。这是因为很多人以前都做过同样的尝试，但都失败了。在雇佣员工之后，首要的重点是建立关系。高级管理人员被赋予与业务相关的其他人会面的职能。
帕拉迪诺认为，价值观的差异因国家而异，因行业而异。TSM业务寻找文化契合度和业务专长。Schein team还希望与其他几个组织如Stanley建立伙伴关系。没有适当的文化相似性，这种伙伴关系是不可能存在的。因此，该公司正在寻找一些能够非常熟练地将公司制度朝积极方向改变的高管。根据McGlynn的意见，该行业的工资保持在中位数;附加福利和其他激励措施是这个行业中最好的。有一些像Jim Loiacono和Peter Dellacroce这样的员工，他们在这个行业中白手起家，达到了很高的水平。甚至麦格林也注意到，她的职业生涯实际上是与金融有关的，但她在人力资源部门表现出了非凡的技能，这对她来说是一个巨大的职业转变和成就。
课程代写：对公司文化的认同
Several team members of TSM opines that if a person does not fit with the company culture, that person won’t last for a long time. Some management people even opine that if a person is an underperformer, that person might be put in some other place where the person would become more comfortable. Underperformance is never a big deal for TSM provided the employee does not lack motivation. According to the vice president, a candidate would never feel comfortable if he cannot embrace the company culture. Dr. Sulkowicz has taken interview in TSM for very high ranking positions. He always tells every candidate that if they think they would change the company culture, and the other systems within a very short period of time, then they have come to the wrong place. It is because many people have tried the same before, but they have all failed. After the hiring of employees, the primary focus is into relationship building. The senior executives were given the function of meeting with other people related to business.
According to Paladino, the difference of values differ from country to country, and from industry to industry. The TSM business looks for a cultural fit along with expertise in business. Schein team also wants to establish partnerships with several other organizations like Stanley. The partnership is never possible without a proper cultural similarity. Thus, the company is looking for some executives who would be quite adept at changing the system of the company in a positive direction.According to the opinion of McGlynn, the salary of the industry was kept at the median; the fringe benefits along with the other incentives are the best in the industry. There are some employees like Jim Loiacono and Peter Dellacroce rose to a very high level within the industry starting their career from the scratch. Even McGlynn observed that her career was actually with finance, but she had shown an exceptional skills in the HR department, which was a massive career change and an achievement for her.