Order your essay today — written by real experts, guaranteed plagiarism-free, and ready to impress your professor!
C7433 Module 5 Assignment 2 Symptom Evaluation
Human Resources Management at Walt Disney
Need Help Writing an Essay?
Tell us about your assignment and we will find the best writer for your paper.
Write My Essay For MeIntroduction
While venturing in any profit-making business, one must align the entire business department to achieve the set objectives and goals. One of the departments that must be properly aligned to organizational goals is the Human Resources. Organization leadership must be in a position to align the human resources department to the set organizational goals and objectives. The desired alignment is achieved through the good relationship between the workforce and the organization. The human resources frame suggested by Bolman and Deal focuses on the established relationship between the organization and the people. This paper will explore the Walt Disney strategy towards establishing an effective relationship between the organization and the workforce. Three major human resources characteristics exhibited by the company will also be explored.
Walt Disney Human Resources strategy
At Walt Disney, the human resources strategic plan involves the process of linking the company workforce with overall company strategic goals. By linking workforce to overall goals the company aims at advancing their long-term culture of innovations and improved business performance. Human Resources policies of Walt Disney advocate for all-inclusive, motivated and safe workplaces across the world (Ligos, 2009). The strict human resources policies ensure that the company hires the right personnel who are fully committed to advancing the set goals objectives. Human resources policies of Walt Disney to further help the organization develop and uphold the desired organizational culture that favors its operations compared to competitors.
Walt Disney overall human resources strategy is effective and well positioned towards achieving the set organization mission and vision. One of the elements of the company’s overall strategy is all inclusive workforces. All inclusive workforce policy ensures that the company hires skilled personnel based on their competencies without any form of discrimination. The strategy makes it easy for the organization an endless urge to venture into the international markets. Diversified workforce makes it possible for the organization to serve diversified societies across the world (Institute, n.d.). The strategy helps the company create a unique competitive advantage in the entertainment world.
Walt Disney Company is known as one of the organizations that make its workforce an important business asset. The company makes its employees a unique brand that is envied by many. The brand of employees is created through hiring and recruitment of perfect candidates for the different job positions (Bolman & Deal, Leadership, and management effectiveness: A multi-frame, multi-sector analysis, 1991). The brand is further refined and shaped through training. Every employee at Walt Disney feels great when identifying with the organization. The workforce has embraced a bold organization culture that makes it work miracles within the entertainment industry.
Characteristics of the human resources strategy of Walt Disney Company
Walt Disney company reward program plays a vital role in ensuring the workforce remains motivated towards their duties and responsibilities. The company frequently evaluates all the job positions to come up with a strong payment structure. Walt Disney payment structure is always above the set industrial standards within the entertainment industry. The management believes company needs will be well fulfilled if all the employee’s needs in terms of remuneration are met (Bateman & Snell, 2011). Good pay ensures that employees are economically empowered to meet their basic needs that make life more comfortable. Good salaries and remuneration packages have seen the company attract well-experienced individuals within the entertainment. Walt Disney does not only value the guest but also values the workforce as an important success asset.
At Walt Disney, there are six important operations principles that guide how things are done. One of the six principles is embracing everyone as important. Human resources department upholds the principle by ensuring that individuals in the same job level are paid the same regardless of background (The Walt Disney Company, 2014). The move has been essential in creating a fair work environment. The reward program does not only focus on performance but also focuses on other areas that promote company innovations. As result employees are allowed to come up with new ideas on how things should be done for better results.
Employees who come up with new ideas are normally compensated to motivate them. The strategy for endless continues rewards employees for their ideas have increased innovations. Walt Disney employees are not limited in terms of utilizing their skills and competencies. Everyone in the workforce is always free to think beyond the known norm so as to come up with innovative ways of ensuring things are done in a unique way (Ligos, 2009).
The second characteristic evident within the Walt Disney human resources is the continuous development of the workforce. The company fully believes in and supports the individual’s development. Once the hiring is done all the new employees are oriented into the company through traditional training. Tradition training ensures that new employees fully understand the organizational culture. The training further helps the new employees acquire knowledge about how things are done within the company. Walt Disney acknowledges training as an essential tool for that helps in updating employee skills (The Walt Disney Company, 2014). So as to improve on employee’s skills, the company conducts training assessments within the workforce from time to time. The assessments help to identify gaps in terms of employee’s skills that hinder individuals from performing as per the expectations. The assessments further help to identify those in need of training and what kind of training should be offered.
The company further supports career development within the workforce. Individuals who wish to advance their career are always free to do. The support is advanced in terms of education sponsorship.
The effectiveness of Walt Disney human resources Characteristics
Walt Disney reward and remuneration programs have been very effective towards advancing the set company goals and objectives. First, the programs ensure that every employee is well paid and well remunerated for any additional contributions he or she makes towards new innovations. Reward and remuneration programs are unique and above the set industrial standards. As result, the company is well positioned towards attracting well-skilled talents within the entertainment industry compared to rival players (Jacobs, n.d.). Good pay and rewards help company employees to meet their lifestyle needs as well as financial needs with ease. Through the fulfillment of financial and lifestyle needs, employees easily get satisfied thus discouraging high turnover.
Walt Disney on the other hand benefits from having the lowest employees turnover. Little resources and time are spent in the recruitment and replacement process. The company manages to retain the operational costs to the lowest level possible thus increasing the chances of making profits out of the business (Bateman & Snell, 2011). The reward and remuneration programs have seen the company establish a stable fit between the organization and the workforce. Every party reaps at most benefits out of the balance. Employees feel satisfied and fully commit their skills and experience towards their job and duties.
Training is the second human resources characteristic exhibited by the Walt Disney company. The company embraces training too has been effective in aligning the company performance and operations into a sound success path. The company creates a magic through training. Training ensures that employees are equipped with new skills that would help perform their duties with desired ease and expectations (Bolman & Deal, Leadership, and management effectiveness: A multi-frame, multi-sector analysis, 1991). Training ranges from customers relations all the way to use new technologies while serving guests. Walt Disney fully embraces modern technology in all the five business segments. When new technology is introduced comprehensive training of the employees is done.
Training also offers mutual benefits between the organizations and the workforce. Training ensures that employees are fully equipped with current trends in the entertainment industry while the company experiences enhanced performance. Training further stimulates employees to come up with new ideas essential for innovations.
Recommendations on what to be redesigned on Walt Disney Human Resources plan
Walt Disney relies more on external hiring. As the company CEO, I would do away with external hiring. External hiring has seen the company fail to attract experienced talents into the company workforce despite offering good pay. Through external hiring organization, strict standards may not be adhered to resulting in the recruitment of less competitive employees. Direct hiring is the sure way of recruiting the desired talents into the company’s workforce. Direct hiring allows for close monitoring of the recruitment process thus boosting strict compliance with all the set organization policies and standards.
Walt Disney must also evaluate all the positions so as to determine the exact training the different business segments require. All the employees should be trained all the five business segments since the different business segments share a common objective of making people happy or entertained. By doing so the workforce would become more flexible. The move would help make the company retain lean workforce whereby same people handle the same duties at different business divisions (Bolman & Deal, Leadership, and management effectiveness: A must-frame, multi-sector analysis, 1991). The company will no longer experience jobs duplication within its business segments.
Conclusion
Today’s business environment is very competitive and demands strong business management so as to succeed. One of the business segments that demands the right management is human resources. Any organization that is committed to succeeding must get the whole concept of a human resources management right. Effective human resources management is achieved by having a right human resources strategic plan. The human resources strategic plan must also be in line with the embraced operational as well as business strategies.
Effective human resources strategy plays a vital role towards achieving the set organizational goals and objectives. Walt Disney Company has in place a strong human resource management plan. The plan is made up of strong and effective policies that help both employees and the company strike a win-win balance through needs satisfaction. The policies further support the development of a strong organizational culture that defines every aspect of the company’s business. Due to the dynamic nature of the economics business environment, organizations must continuously evaluate and redesign their human resources plans so as to align them with ever-changing human resources demands.
Although Walt Disney has shown good human resources management, the company human resources policies also have some of the weaknesses that require to be addressed. Addressing the concerns means redesigning the human resources management strategic plan. The reality shows that there is no perfect human resources management strategy and thus organization management must continuously evaluate their strategies so as to meet their employee’s needs to the best level possible. Failure to continuously align organization human resources plan with emerging human resources demands it will be hard for the organization workforce to achieve the set goals and objectives.
References
