Strategic human resource management

The human resource management strategy orients human resource development activities to focus on critical issues in the long term. In each stage of development, the organization will have different vital issues. The human resource management strategy helps devise a human resource plan suitable for each stage of the organizations development. Human resource management strategy plays a vital role in helping businesses identify hot issues to the top. Conformity in both quality and quantity when expanding or narrowing the apparatus, strategic technology transfer, helping to define a specific goal is established and communicated to the whole company. In implementing the critical issues of each stage, if they have been solved well, they can move on to other issues. Having an appropriate and scientific human resource strategy will contribute to improving the efficiency of the organizations use of human resources (Boxall, 2018)

STRATEGIC HUMAN RESOURCE MANAGEMENT

Table of Contents

Introduction 2

PART A 2

1 Critically examine the nature and importance of strategic human resource management in organisations 2

2 Assess the role and purpose of strategic human resource management activities in Dyson company 4

3 Evaluate how strategic human resource management is related to other functional areas of Dyson company 4

4 Analyse the business factors that should be considered in human resource planning 6 5 Develop a human resource plan for Dyson company 7

5.1 Employee recruitment and selection 7

5.2 Training and development 7

5.3 Teamwork and flexible job design 8

5.4 Flexible and adaptive organizational structure 8

PART B 9

1 Apply a range of tools for analysing the organisational environment 9

2 Critically evaluate how contemporary issues in the external business environment impact organisations and the management of Human Resources 11

3 Analyse the impact of organisational strategy, structure and culture on HR strategy and the management of human resources 12

4 Recommendation on cross-cultural working management in UK and Singapor 14

Conclusion 17 Reference 17

Dyson was founded in 1993 by Sir James Dyson, who still closely follows the company'sactivities Since its inception in the cyclone vacuums industry, Dyson's portfolio includesbattery-powered and automatic vacuums, hair dryers, lights, heaters, and cooling fans.Humidifiers, air purifiers, and portable hair dryers are sold in 84 markets globally Dysonfocuses on combining hardware, software, and algorithms to create intelligent machinesthat understand their environment and how to improve it A £2.75 billion technologyinvestment follows this to double its existing machinery portfolio and enter new areas by

2025 Dyson is a family business employing 14,000 people worldwide Bridge, including6,000 engineers and scientists The United States and Japan are Dyson's largest markets,and Asia is the fastest-growing region; Dyson is one of the fastest-growing technologycompanies in Europe

Dyson has grown enormously, but the roots of the company's operations remain closelytied to its engineering foundation Dyson promotes “wrong thinking” – seeing thingsdifferently and inventing new solutions to old problems Dysons are relentlessperfectionists, persisting until they get it right Above all, Dyson is passionate about newtechnology that improves lives and promotes health

Human resources refer to the workforce or employees in the workplace, and managingemployees is known as human resource management (Dessler, 2003) The humanresource management strategy is an essential factor contributing to ensuring the effectiveoperation of the organization through its human resources

strategy will contribute to achieving the strategic goals set by the organization, therebycreating a sustainable competitive advantage over competitors (Boxall, 2018).

A human resource management strategy plays a vital role in sustainable development andcreates competitive advantages for enterprises in the modern business market The humanresource strategy must be consistent with the business strategy for each business.Sometimes, even the human resource strategy must precede the business strategy.Suppose an enterprise has a production and business strategy, has a factory, modern tools,and production equipment, but lacks a human resource strategy or does not have a human

to operate In that case, other activities are the same become worthless (Vanderstraeten,2018)

Human resource management strategy plays a decisive role in choosing a business model.When building a management model, enterprises must develop human resource policies

by their business strategies Human resources are always considered a factor in creating

an enterprise's success An enterprise may have modern technology, good service quality,and solid infrastructure, but without a workforce, it can hardly survive in the long termand create a competitive advantage Vanderstraeten, 2018)

A human resource management strategy is vital for an enterprise's development strategy

A business that wants to operate needs people However, for that business to operateeffectively and bring economic benefits, it must have and must rely on a human resourcestrategy It can be said that people make the difference between businesses Whenfocusing on human resource development in alignment with the common principles andgoals of the enterprise, promoting employee performance becomes extremely valuable(Vanderstraeten, 2018)

A human resource management strategy helps the organization have an overview ofcurrent human resources and future development plans to meet the organization'sdevelopment Human resource strategy helps the organization answer strategic questionsabout where we are and how we are, thereby giving the most general picture of ourcurrent human resources, including the strengths or weaknesses? At the same time, it isalso the basis for determining the appropriate future direction of the organization's

development A methodical human resource planning allows businesses to better copewith challenges in a volatile economy and "surmount the waves" for sustainabledevelopment to help businesses achieve business goals, increase market share andimprove employee satisfaction (Boxall, 2018).

The human resource management strategy orients human resource development activities

to focus on critical issues in the long term In each stage of development, the organizationwill have different vital issues The human resource management strategy helps devise ahuman resource plan suitable for each stage of the organization's development Humanresource management strategy plays a vital role in helping businesses identify hot issues

to the top Conformity in both quality and quantity when expanding or narrowing theapparatus, strategic technology transfer, helping to define a specific goal is establishedand communicated to the whole company In implementing the critical issues of eachstage, if they have been solved well, they can move on to other issues Having anappropriate and scientific human resource strategy will contribute to improving theefficiency of the organization's use of human resources (Boxall, 2018)

2 Assess the role and purpose of strategic human resource management activities in Dyson company

Human resource management is one of the activities that make significant contributions

to the success of the Company Suppose the company finds and recruits qualified andsuitable candidates and effectively manages human resources In that case, this humanresource will be an intangible asset to help the company achieve its strategic goals andbusiness goals Not out of that rule, Dyson Company, in recent years, has implementedeffective human resource management strategies, contributing to helping the companyretain good human resources in Wiltshire and Malaysia Besides, the analysis results alsoshow that a company with an effective management strategy has the opportunity forhigher performance than other organizations

3 Evaluate how strategic human resource management is related to other functional areas of Dyson company.

Describe the HR systems in Wiltshire

Dyson Company has effectively implemented its human resource management strategy inrecruiting staff at its Malmesbury factory in Wiltshire (Wilson, 2012) Here the companygives opportunities to new graduates from universities without working experience Inorder to maintain the dynamism and motivation of the enthusiastic fresh graduates, thecompany has assigned this staff the responsibility of creating and developing newproducts and new technologies The effectiveness of this method is reflected through thedata showing that the employee turnover rate is low, employees are attached to theorganization, and their abilities are fully developed without being limited by other waysresponsibilities are specified by the company (Wilson, 2012).

Besides, Wilson's study (2012) also showed a very successful strategy of DysonCompany to promote the creativity of the local team of engineers and engineeringstudents through the contest organizers being creative and giving cash prizes to thewinners In addition, leading companies add a more significant grant than the award tofurther support research for their organization This emulation and reward system hascontributed to maintaining the staff's working motivation and creativity, especially thecompany's technical staff Since then, quality products have been delivered to consumers.The Dyson Company has activated the reward system in the context of the local disregardfor efforts to improve engineering and science (Wilson, 2012) This promotes themotivation of employees when they realize that their initiatives and creativity are applied

to new projects At its Malmesbury manufacturing plant in Wiltshire, the Company hassuccessfully implemented an environment that encourages creativity This hascontributed to improving the operational efficiency of the Company The proof is that theAirblade hand dryer, one of Dyson's great inventions, was conceived when the teamworked on another project In the context of fierce competition between competitors inthe same industry and increasing demand for new technology, customers' needs areconstantly changing, leading to the need for engineers The Company's high qualityincreases both in quality and quantity (Wilson, 2012)

Describe the HR systems in Malaysia

Besides the Malmesbury factory in Wiltshire, Dyson Company also has a factory located

in Malaysia specializing in producing products such as vacuum cleaners, hand dryers,etc To realize the set business goals, the company was forced to expand production.The first option mentioned is to expand the production plant in Malmesbury, Wiltshire.However, because Dyson's factory expansion project did not receive approval from thelocal government, it decided to expand its production plant to Malaysia It shows thatbetween Dyson Company and Meiban Group Ltd, VS Industry Bhd (VSI) exists in aclose partnership The decision to expand the factory to Malaysia has helped the companyoptimize production costs by taking advantage of production resources from partners.Meban Group Ltd is the business that owns the manufacturing facilities, thus allowingthem to invest that money in converting the Malmesbury office and station into a productresearch and development hub

In the context of the Malaysian economy, businesses need to have a great relationshipwith their employees and value their input into the technology and products they make.This is because it is the company's policy to provide employees with their equipment forpersonal use and give their experience with brands to help the company continueproducing quality products Relationships of this kind make employees aware that theyare essential to the company, thus motivating them to be more effective in theirresponsibilities because they know that their input is valued

4 Analyse the business factors that should be considered in human resource planning

Business growth

Business performance is measured through business growth Business growth can beachieved through sales revenue growth, or it can also be an organization's profit throughcost reduction When a business grows, it means that the business expands to find morebusiness opportunities and increase spending As the company expands its business, theneed for an additional workforce comes along with it In that context, human resourcemanagers need to consider recruiting additional new employees or training staff to meetthe increasing needs of customers In these cases, the organization's human resources

management often tends to prioritize departments that have a great need for humanresources, analyze jobs and draw job characteristics that will help them recruit the rightperson.

Business decline

The decline of an organization is reflected in the decline of business When anorganization faces the challenge of business decline, the business will try to offset theloss in revenue by cutting costs One of the solutions to cut costs can be to reduceemployee hours and limit recruitment The HR department may also undertake workforcereductions and reallocations during this period

Business change

When an organization has a change in business strategy or organizational structure, it cancreate a need for personnel At that time, the human resources department may need tofocus on reducing, adding, training, or changing the job descriptions of some positions toaccommodate the changing organization In addition, when the organization changes, itmay be necessary to increase communication between the human resources departmentand the workforce to help employees adapt quickly to the change process

Competition

In the economy, all market participants face stiff competition from competitors in thesame industry Therefore, human resource planning plays an essential role in creating anorganization's competitive advantage over its competitors In addition, that contextrequires managers to regularly train and foster human resources to improve theorganization's competitiveness

Impact of technology

In the context of the 4.0 revolution, the development of science and technology hasaffected all aspects of the economy - society, including human resource management.Many human resource management software has been born, which has contributed toimproving the efficiency of this activity In addition, the application of advanced scienceand technology in human resource management may affect the recruitment requirementsfor tech-savvy employees or affect the number of employees needed because some job

positions have been replaced by technology The development of modern social mediahas facilitated the HR department in the recruitment process.

Labour market competition

Planning for staffing needs is not only a matter of any organization but a commonproblem of organizations when entering the market Therefore, enterprises also have toface competition in the labor market besides facing competition in business activities.This makes the HR department pay special attention to solutions to attract potentialcandidates and create competitive advantages for the organization in the labor market

Employee development

Society is constantly moving and going up, followed by the development of businesses

At that time, enterprises set requirements for competent and knowledgeable personnel.Therefore, one of the main functions of the human resources department is to develop thestaff through solutions such as training and developing human resources in line with theorganization's goals

5 Develop a human resource plan for Dyson company

5.1 Employee recruitment and selection

Analyzing internal issues shows that a fundamental problem for Dyson in the UK is theshortage of talent to serve the Company's development goals Therefore, the Companyneeds to have solutions to attract talented candidates to meet the requirements ofexpanding its human resources From the competitive analysis results in the previoussection, Dyson's recruitment process needs to focus more on expertise, creativity,innovation, research and development, and product design As a result, the Company willhave a team of qualified personnel with specialized skills to meet the requirements andalign with the differentiation strategy and Blue Ocean strategies, such as R&D, productinnovation, and product development and the quality of the improvement

5.2 Training and development

Training and development activities are carried out to build and strengthen employees'knowledge, capacity, and professional skills (Wright et al., 2001) At Dyson Company,training activities need to be focused on equipping the staff with transferable skills,

adapting to change, and developing creativity in designing and improving products.Training activities need to focus on product research and development, new technologies,product quality improvement, and marketing activities It will help the Company launchnew innovative products with better quality, creating outstanding advantages compared tosubstitutes on the market Improved marketing activities contribute to enhancing theCompany's brand value

5.3 Teamwork and flexible job design

As mentioned above, the success and competitive advantage of Dyson Company in themarket cannot fail to mention human resources Therefore, ensuring an effective workingenvironment to improve labor productivity is extremely important One of the solutionsthat are said to be effective is to organize group work and design business activities.Teamwork facilitates work allocation and has a high quality of work due to itscharacteristics of delegating responsibilities and allocating work to different groups(Delarue et al., 2008)

In addition, the design of flexible job positions helps employees receive rewards in terms

of material and work motivation and job satisfaction from the perspective of employees'achievement when they perceive their response to increased pressures and fulfill their jobresponsibilities (Ali & Zia-ur-Rehman, 2014) In the context of human resourcemanagement at Dyson Company, it is easy to see that the problem is that the Company isfocusing on human resources who are talented engineers, while the marketing department

is still performing poorly effective This problem can be solved by designing flexible jobsand dividing work into different groups, which will reduce the pressure on the Company'sengineers In addition, it also supports their creativity and innovation, thereby givingbirth to unique and high-quality products That contributes to improving the probability

of success of the differentiation strategy

5.4 Flexible and adaptive organizational structure

Organizational structure is the structure and delegation of authority performed bypersonnel (Maduenyi et al., 2015) It directly affects employee motivation and workperformance Internal analysis of the Dyson Company revealed that the company was