HRM REPORT SAMPLE 2023
1. Introduction
1.1 Key Factors about the organization
Disney is a world renowned organization that operates in some key sectors of entertainment and infotainment industry. It has its sprawl worldwide with numerous projects and staff thus making it a necessity to use Optimal HRM policies. The notion of strategic human management is quite important in the company of Disney. It is one of the largest animation companies all over the world and over the years has developed and increased its brand value worldwide. Reviewing the key factors within the company of Disney it is acknowledged that they have successfully attracted “high-quality employees”, they tend to provide “excellent customer service” and finally the focus on the “surfaces of the company’s profitability” (Hrynko, 2019). There are 190,000 employees are assisting in organisation to performed business in global market (macrotrends.net, 2021). This emplacement number is reduced from 2019 is 203,000. These are the three main key factors that form the basic pillars of the human resource strategy by the company of Disney. Moreover, the company also focuses on the aspects of “industry”, “competitors” present within the industry and the “key customers”, “strong market shares” (Ray & Sharma, 2020). The company intends to implement the “corporate culture”. They tend to promote the aspects of “attracting”, “developing” and “retaining” human culture (Liberal-Ormaechea & Cabezuelo-Lorenzo, 2018).
1.2 Reason for Investigating
The Human Resource department of an organization influences some of the key decisions. Thus it becomes necessary to understand these issues to form proper policies to run an organization. Disney is a world-renowned organization for quite a long time internationally. So a best practice has to be sorted out to allow integration across various levels. The reason to investigate the aspect of human resources depends on the making up of policies that will help in the smooth conduction of the business operation in the animation industry of Disney. The investigation is made to understand how the nature of “human resource management” strategies are affecting the aspects of the development of the company and shaping the entire industry of entertainment and infotainment (Ma et al. 2018). The investigation is also conducted to know how policies can be framed within the organisation that will help in the further progress of the company in the immediate future.
1.3 Structure of the Report
This report tends to make an understanding of the organization of Disney at first. Then it seeks to find out the best practices that are available in the market thereby finding out the best one for Disney. The report basically tends to be structured by focussing first on the understanding of the aspects of HRM of the company and then seeking out the most appropriate practices that will help in allowing integration across the various levels. In the beginning, the roles of HR have been evaluated using the theoretical model and are critically analysed based on the present condition of the company of Disney. After which the methods are being discussed and are analysed based on the current situation of the pre-existing policies and HR methods within the Disney Company.
2. Roles of HR
The HR department includes integration of various staff functions as well as maintenance of a proper work flow. This has got various subsections in terms of an organizational expansion.
2.1 Evaluation of HR roles using a theoretical model
The positive scenario is quite vast for that of Disney. Thus there are a very negligible number of problems for this organization. However, in this current scenario, there is a huge competitive edge among various businesses.
Figure 1: Harvard Theoretical Framework Model
(Source: Wijewantha, 2019)
Disney is a global leader in the entertainment, infotainment, and theme park industry which makes it an absolute necessity for this organization to adopt these best approaches. Besides, Disney has got numerous different functions associated with its giant firms. The expanse is so huge that in the absence of a proper model this company can lose track of its various requirements.
Ulrich model
Any organization wants to improve their business in different countries nevertheless it is possible through different strengths of that organisation. In this context, Disney is an entertainment and media business industry. Nevertheless, the company only operates their business in 45 countries. Besides there are employees engaged in organisation the company6 must adopt an Ulrich model for better performance in the global market.
Strategic partner: employees are strategic partners of any business organisation as it is the capital power of any business. As opined by Koob and Ulrich, (2021), Disney must improve their numbers of employees that may be supported in the global market.
Change agent: HR of Disney is not performing their agent ripe, which means must develop a strategy so that existing employees are again retained in the organisation. Disney faced low employment for the last two years due to Covid pandemic. HR organizations must adopt this method to improve HR management performance.
Admin expert: admin expert refers to the HR of Disney must consider market situation and formulated organisation strategy such as 4ps policy according to market situation.
Figure 1: Ulrich model
(Source: Koob and Ulrich, 2021)
Employee champion: HR is also responsible for understanding the needs of employees. This is the main problem of the Disney organisation. HR organizations need to improve employee satisfaction for a better position in the global market.
2.2 Critical analysis for choosing this model
The Harvard HRM model is going to be most beneficial for this organization. This happens because this model tends to make a thorough analysis of different factors that tend to affect the HR policies. The main mission behind the Ulrich model is to give a proper idea to HR of Disney to focus on the improvement of numbers of employees in their organisation. This starts right from the stakeholder analysis of an organization.
2.3 Evaluation of the framework
Harvard model makes everything to flow in a certain line for this organization. Then comes a detailed analysis of various work objectives that tend to influence an organization. Then this is followed by various processes that can better create a positive work environment for Disney and such organizations. The Ulrich model has discussed several roles and responsibilities of an organisation’s HR. The above roles must be implemented by the HR of the organisation so that employees are attracted to Disney. This is helpful for any organization.
3. Methods of HR
3.1 Evaluation of HR Methods using a theoretical model
Disney is an organization that functions in the entertainment sector need to create a positive work image as it gets hugely reflected in their productions as well. So Disney needs to constantly evaluate various existing partners working with different newer modes of HRM models.
Lewin’s model
HR method refers to the process of performing all human responsibilities of organisation systematically. Future is important for any business organisation that must consider Lewin’s framework for good results of their HR management. There are mainly three stages of this model that must be followed by Disney to improve their numbers of employees as well as expand the business model country. As argued by Burnes, (2020), the first stage is Unfreeze in that Disney must identify different factors through organizations that face employment problems. In the second stage HR of Disney needs to modify those is where the organisation needs Change for organisation good performance. Last one is Refreeze, which means HE must provide training about changes.
3.2 Critical analysis for choosing this model
The Harvard Model is going to give Disney an understanding of some of its major objectives in terms of short terms and long-term scenarios. This tends to create a proper scenario for organizations to understand different ways by which an organization can take various policies that it needs to focus on in the current scenario. As per the opinion of Wijewantha (2019), Disney can thus align stakeholder with of company objectives in both the long and short term to drive strategic advantage in this competitive market. Disney is a popular entertainment organisation at global level. Nevertheless, the organisation has lost their numbers of employees; this is the main reason for considering this.
3.3 Evaluation of the framework
Many of these models are going to be strategically beneficial for Disney as well. As per the opinion of Farndale et al. (2017), thus Disney needs to find out various relevant ways by which it can create even better employee management. According to the opinion of Chung (2018), employee satisfaction leads to better performance for an organization on the whole. This ensures that an organization is growing forward by taking care of the various interests of its employees. Disney easily improves their performance in terms of expanding business. Besides, the company may improve the number of employees through this model.
4. Conclusion
Thus it can be concluded that it makes it a necessity to properly align these roles with that of various newer models that are emerging in this scenario to reap various benefits from current scenarios. This thus makes it a necessity to find various loopholes that are present in this organization to solve some of the major issues that tend to affect this organization. An in-depth study has been conducted on the entertainment as well as the infotainment company of Disney making an analysis of the pre-existing policies and their issues that are affecting and deterring the growth of the company within the market.
Roles of Human Resources are also discussed by focusing on the major components of the aspects of “Human resource” such as “targeted customers”, “best quality employees”, “company’s profitability”. Both these aspects tend to enrich the values and culture of the concerned organisation of Disney. Though they seem to have “failed in retention of the employees” within the Disney company. Disney company seems to apply motivational strategies that will help in positively motivating the employees and is able to provide retention of the employees. They also tend to follow the sustainability aspects that will help the positive growth of the company within the market.
References
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Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32-59. https://journals.sagepub.com/doi/pdf/10.1177/0021886319892685
Chung, C. (2018). Making sense of global integration and local responsiveness in international HRM research. International Journal of Multinational Corporation Strategy, 2(2), 153-175. Retrieved from: https://www.inderscienceonline.com/doi/abs/10.1504/IJMCS.2018.089656
Farndale, E., Raghuram, S., Gully, S., Liu, X., Phillips, J. M., & Vidović, M. (2017). A vision of international HRM research. The International Journal of Human Resource Management, 28(12), 1625-1639. Retrieved from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2017.1308416
Gooderham, P. N., Mayrhofer, W., & Brewster, C. (2019). A framework for comparative institutional research on HRM. The international journal of human resource management, 30(1), 5-30. Retrieved from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2018.1521462.
Hrynko, P. (2019). IMPROVEMENT OF THE DIGITAL TRANSFORMATION STRATEGY OF BUSINESS ON THE BASIS OF DIGITAL TECHNOLOGIES. EUREKA: Social and Humanities, (6), 10-18. doi:http://dx.doi.org/10.21303/2504-5571.2019.001083. Available at: https://www.proquest.com/docview/2604106253/78048FB99E594D7BPQ/2?accountid=30552
Koob, V., Ulrich, R., & Janczyk, M. (2021). Response activation and activation–transmission in response-based backward crosstalk: Analyses and simulations with an extended diffusion model. Psychological Review. http://search.pdh.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&db=pdh&jrnl=0033295X&asa=N&AN=2021-99615-001&h=SCmZWv07eSmcAEEEgeqdwbNJoMr8DLszGiUhh090cdh1pBC0sfPn1xxqDpPpm8qiIpTBvIA4ZSAZcTXGEx%2BVnw%3D%3D&crl=f&casa_token=gnGyCrRIUq8AAAAA:L-obohOxZGnauMIw07iq2DBblfaMq_D1BllvdXA-0fgMtq8qSW7ySH2o5-f_jN4KIcZBAvmI8DQm
Liberal-Ormaechea, S., & Cabezuelo-Lorenzo, F. (2018). Film streaming platforms spectrum in spain: Commercial strategies and technological characteristics. UCJC Business and Society Review, (60), 136-167. Retrieved from https://www.proquest.com/scholarly-journals/film-streaming-platforms-spectrum-spain/docview/2173565004/se-2. Available at: https://www.proquest.com/docview/2173565004/78048FB99E594D7BPQ/3?accountid=30552
Ma, L., Qian, C., Liu, Z., & Zhu, Y. (2018). Exploring the innovation system of the animation industry: Case study of a chinese company. Sustainability, 10(9), 3213. doi:http://dx.doi.org/10.3390/su10093213. Available at: https://www.proquest.com/docview/2108763660/78048FB99E594D7BPQ/4?accountid=30552
Ray, K., & Sharma, M. (2020). Qualitative study of challenges and strategies of indian IT organizations toward global branding. Benchmarking, 27(2), 708-731. doi:http://dx.doi.org/10.1108/BIJ-09-2018-0279. Available at: https://www.proquest.com/docview/2534583882/78048FB99E594D7BPQ/1?accountid=30552
Wijewantha, P. (2019). National Culture And Transfer Of Hrm Practices In Multinational Corporations (MNCs). International Journal of Scientific & Technology Research, 8(9), 1036-1040. Retrieved from: https://www.researchgate.net/profile/Prabhashini-Wijewantha/publication/335928065_National_Culture_and_Transfer_of_HRM_Practices_in_Multinational_Corporations_MNCs/links/5d92e2fb458515202b777dad/National-Culture-and-Transfer-of-HRM-Practices-in-Multinational-Corporations-MNCs.pdF
Websites
macrotrends.net ,2021 employment of Disney available at: https://www.macrotrends.net/stocks/charts/DIS/disney/number-of-employees
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