Human Resource Management At Hp Business Essay Example

assignment covering all HR policies is nearly impossible. Therefore, my objectives were to analyze the key processes and policies for which the company provides critical information.

Introduction

Storey (1989) defined HRM as a "Set of interconnected policies with an ideological and philosophical underpinning". Storey (1995) defines HRM as "a unique approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques". HP was started in 1939 by Bill Hewlett and Dave Packard.

HP, ranked number 10 by Fortune 500 in 2010 and headquartered in Palo Alto, California, employs a workforce of 304,000 employees (HP website). The company's participative decision-making management system gives them a competitive advantage in the industry. This investment is showcased through two awards received from the American Society for Training and Development for its innovative leadership development programs. Furthermore, Hay Group has recognized HP as one of the world's top companies for leadership development.

To establish itself as a comprehensive engineering company offering solutions across the value chain, HP is implementing an inorganic strategy (Data proctor 2010). Serving clients from different sectors such as healthcare, education, and government, HP caters to individual customers, medium-sized businesses, and large corporations. With a diverse range of products including portable devices and supercomputers for computing and home printing purposes, HP's inorganic growth approach involved merging with Compaq in 2002 to provide exceptional IT solutions. This expansion has enabled HP to cater to over a billion customers in 170 countries (Data proctor 2010).

CORE POLICIES AT HP

DIVERSITY AT HP

Smart organizations acknowledge the importance of collaborative endeavors and are prepared to invest resources in

fostering diversity within their workforce. Workforce diversity, which encompasses various attributes such as gender, race, age, education, background, and more, pertains to the differences among individuals in a company. It also encompasses how individuals perceive both others and themselves, thereby shaping their interactions.

In his article "The Future of Diversity and the Work Ahead of Us," Harris Sussman emphasizes the importance of organizations expanding their diversity agenda in an increasingly globalized world. He highlights that diversity encompasses not only our differences but also how we connect and interact with each other in various aspects, such as organizational life, people's lives, corporate capability, interrelationships between individuals, learning exchange, and a strategic perspective on the world.

The advantages of diversity for organizations are significant as it enhances competitiveness and adaptability. By embracing diversity, organizations can position themselves for success by offering a wider range of solutions to different problems. With a diverse collection of experiences and skills, organizations have the ability to easily provide services to clients.

A diverse workforce consisting of individuals from different age groups, cultures, abilities, and ethnicities can bring about a wide range of perspectives and ideas. This is extremely beneficial for organizations as it promotes effective communication and the integration of various experiences and thoughts. By utilizing these diverse viewpoints, organizations can develop strategies and meet the needs of their clients more efficiently. However, there may be difficulties in implementing a diversity agenda that require openness, clear communication, and awareness among current staff members. Despite these challenges, having a diverse workforce has the ability to encourage innovation and creativity.

HP understands the significance of diversity in comprehending consumer preferences and demographics, as well as attracting and

retaining top talent. HP employs various strategies to support diversity:

• The recruitment and development of a diverse workforce for leadership roles.
• Creating an inclusive work environment.
• Assisting employees in balancing work and personal commitments while meeting HP's business demands.

Policies

HP's diversity policies aim to establish a comprehensive work environment. All employees are expected to treat others with respect, courtesy, and dignity. Discrimination based on age, race, ethnicity, gender, or disability is strictly forbidden. HP encourages employees to voice concerns through a worldwide anonymous reporting system available at all times for reporting harassment or bias.

helpline.

HP ' attack ( mention )

HP is actively working to expand its workforce by attracting top talent and promoting diversity in all major development processes. This includes supporting career development and professional growth programs. HP also ensures gender and cultural diversity within its labor force, both globally and in the United States. For more information over the past 5 years, please refer to the table below:

Executive diverseness ( mention )

The percentage of minorities increased from 12.9% in 2008 to 17.3%.

In 2009, Hewlett-Packard (HP) maintained a consistent percentage of women in executive positions in the U.S., which remained at 17% from the previous year. HP implemented various initiatives to promote diversity and inclusion during that time. They partnered with diversity associations to address the underrepresentation of minorities in business roles through leadership programs. Additionally, HP hosted an annual conference in Boston where 3000 women from different industries and professions gathered. The company's employee resource groups (ERGs) aimed to connect employees who shared

similar backgrounds and interests. Moreover, HP celebrated International Women's Day in India by offering internal development opportunities.

For gifted portents, a series of practical leading was conducted in EMEA.

Performance Management Systems

There is nil new about the thought that company and employee public presentation should be improved by assessments. Today directors are manner more serious about the process- of developing workers, honoring and measuring them and organizing ends. The whole integrated procedure is called

Performance Management

Performance direction may be defined as `` a procedure that unites end scene, public presentation assessment and development into a individual, common system whose purpose is to guarantee that the employee 's public presentation is back uping the company 's strategic purposes'' (dessler and varkkey 2010). Putting of standards, training of workers, feedback and assessments related to performance and contribution to achievement of organizational goals is explicitly measured by performance management.

Performance direction involves more than just meeting with an employee once or twice a year to review their performance. It involves setting goals that align with the company's strategic objectives and regularly interacting with employees to ensure continuous growth in their performance. It also takes into account providing the necessary training for employees to effectively carry out their job (hrm book pg 338). According to Goel 2008, managing people is the most important task for a manager as it is central to the functioning of an organization. Personnel management encompasses any activity related to the human element or relationships within the organization.

HP's Work Life Plans

Employees at HP have a range of options to achieve work-life balance. HP provides the following choices:

• Flex time:

employees can adjust their start and end times while still working a regular 8-hour day.

Employee Engagement

The culture at HP is based on open and honest exchange of ideas, promoting continuous communication. This enables employees to understand their role in the company's success and allows for their input in decision-making processes.

Recognition Programs

HP keeps its workforce motivated and engaged by acknowledging their contributions.

Recognition @ HP was implemented in 2009 to recognize the qualities of HP workers, emphasizing the significance of non-monetary acknowledgment in daily operations.

Engaging Retirees

HP has around 79,000 retired individuals who act as ambassadors for the company. Through different social media platforms, HP ensures that retirees stay connected and informed. Retirees also have the opportunity to join the worldwide membership of 17,000 members in the HP alumni association.

The Importance of Employee Relations

Establishing and maintaining positive employee relations is crucial for organizational success.

High productivity and satisfaction require strong employee relations. Employee relations involve addressing and resolving issues among individuals that arise from the work environment. Creating a safe and healthy workplace, providing incentives for motivation, effective communication, and fostering employee commitment all contribute to good employee relations. Many

people believe that employee relations involve considering the bigger picture and assisting the organization in taking necessary action.

(mention) HP believes that its employees are crucial to its success. The innovation of products, management of supply chains, and the connection with customers and partners at HP are all driven by the talent, expertise, and skills of its employees. According to HP, its competitive advantage lies in the retention and recruitment of the best individuals. In order for employees to grow, HP strives to create a supportive and motivating work environment. HP's policies are implemented worldwide and demonstrate the company's dedication to fair treatment of its workers.

HP's Commitment to Local Laws and Company Policies

The policy implemented by HP is aimed at creating an optimal work environment. This is achieved through establishing expectations for personal conduct that contributes to a positive and vibrant workplace experience. HP demonstrates its dedication to fostering open communication and a work culture where everyone's voice is heard through its open door policy. Additionally, the company emphasizes the importance of fair treatment for all employees in its human rights and labor policy.

Management and Compliance at HP

HP places great importance on maintaining a safe and healthy working environment. This includes prioritizing product and service safety as well as ensuring that employees can fulfill their responsibilities without any harm. When it comes to environmental health and safety, HP adheres to legal regulations as its minimum requirement.

The HP company ensures that the procedures necessary to follow are specified in their EHS direction system. Every allegation is thoroughly investigated and appropriate action is taken to prevent any recurrence. All manufacturing operations at HP are certified to ISO

14001. The company also implements EHS systems in newly acquired companies to ensure that EHS objectives are still met as the company expands.

Employee feedback

Employees are asked for feedback through annual voice of the work force surveys and also through "pulse studies" on specific issues.

In 2009, various studies were conducted, including onboard and monthly passage experience studies, enterprise concern quarterly pulsation study, HR director communication study, EDS integration study, and voice of the workforce study.

• Onboard and monthly passage experience studies.
• Enterprise concern quarterly pulsation study.
• HR director communication study.
• EDS integration study.
• Voice of the workforce study.

Around 90,000 workers participated in the voice of the workers study in 2009. Privacy of the respondents was protected and the study was available online in 25 languages. (mention)

Training AND DEVELOPMENT at HP

Training

The process through which people acquire skills to achieve organizational objectives is known as training. It involves planned activities for specific learning to enhance worker performance at work. (mention)

Development

According to Drucker (1977), "the one contribution a manager is uniquely expected to make is to give others vision and ability to perform."

A fundamental aspect of a director's work is to develop and guide individuals while providing motivation and training to subordinates.

• Stern argues that staff preparation and development have become critically important strategic affairs.
• The importance of preparation and development
  

is emphasized.

There are various reasons for an organization to conduct preparation and development programs. Some of these reasons include:

• Helping to avoid managerial obsolescence
• Managing change resulting from acquisitions and mergers, as well as coping with technological and diversity changes within the organization
• Boosting employee morale and increasing job satisfaction
• Enhancing motivation among employees
• Gaining financial benefits through increased efficiency in processes and innovation in products and strategies.

Developing leadership at HP

Due to recognizing excellence as a key driver of business success, HP invests significantly in leadership development. Committed to this mission, global talent consists of three integrated organizations.

Employee Relations at HP

The dedicated talent management team at HP provides information and insights to identify potential leaders within the company. They also highlight areas where additional learning resources may be needed.

• The executive and leadership organization crafts the strategic planning for HP's corporate-wide leadership. Many of HP's leadership development programs emphasize learning through hands-on projects, which often have a significant impact on the business.
• HP's leadership programs offer learning experiences that go beyond traditional classroom settings. Over 500 executives provide training and development support to these programs annually.
• The leadership curriculum is regularly updated to ensure it aligns with the dynamic business conditions.

HP's leadership programs are categorized into three classes:

• Emphasis is placed on selecting individuals at specific levels or facilitating career transitions through foundational programs.
• Skills-based programs at HP establish leadership standards and define expectations set by HP leaders.
• Employees with high potential for development can participate in selective talent development programs.
• HP offers leadership knowledge through its Leadership Development Central Portal, where employees
  

can access podcasts, online courses, and quick tips.

Development of HP's Green Advocacy Plan

HP in Canada encourages engagement in this plan, which aims to provide knowledge and empower employees to become ambassadors for HP's environmental initiatives.

( mention )

The Eco solutions advocate plan


This plan by HP aims to educate its employees about environmental issues and the company's commitment to environmental sustainability. Additionally, it provides employees with the necessary resources to communicate with consumers about HP's solutions. (mention)

People Development


HP follows an approach that involves both internal and external benchmarking for its employees' development. The company utilizes an integrated development model and a range of tools to assist employees in planning their career progression. HP's developmental programs are structured according to a 70/20/10 distribution.

70% of programs at HP focus on occupational rotations, special projects, and cross-functional team experiences to encourage employee skill development. Approximately 20% of programs are dedicated to relationship-based instruction, which includes coaching and mentoring. The remaining 10% of HP's programs offer formal learning opportunities and interactive online resources.

HP's learning plans are designed to utilize engineering to their advantage. Approximately 83% of HP's training sessions are conducted through video conference or the web. Wherever there is a concentrated group of participants, HP prefers face-to-face training. HP recognizes that technology-based training offers significant benefits, such as reaching a wider audience, saving money on travel expenses, and reducing greenhouse gas emissions. Additionally, it allows employees to access training materials at their convenience, leading to improved knowledge and retention. HP also encourages employees to pursue external educational opportunities alongside their training at

the company.

( mention )

Drumhead

The human resource department at HP is responsible for ensuring that employee planning is aligned with the company's goals. The leadership team collaborates with business groups to ensure that the company has the right people, with the necessary skills, in the appropriate positions. HP is focused on enhancing its ability to grow through strategic employee programs, support for acquisitions and mergers, and cost-effective infrastructure in expanding markets. To maintain a competitive edge, HP optimizes every aspect of its operating strategy, aiming to increase revenue, improve efficiency, and make intelligent investments.

The recent economic downturn in 2008 had significant effects on the IT industry. However, HP's net incomes per portion have consistently increased from 2008 to 2010. The company attributes these positive business results to its exceptional human resources, which have driven performance. HP recognizes that diversity plays a crucial role in fostering innovation, creativity, and invention, especially in light of increasing globalization. Having a diverse workforce sets the company apart and enables it to effectively connect with and serve customers worldwide. HP believes that people are motivated to perform their best when they work in a culture that values and respects differences. To promote diversity within the company, HP integrates it into the fabric of its operations. As a multinational corporation (MNC), HP has made it a priority to be more efficient across various markets and better understand local demands.

HP has a goal-directed approach to public presentation management and has developed a process to assess the manpower resource and their improvement in terms of careers and work-life balance, which is commendable. Unlike a hierarchical top-down approach, HP has a relationship-oriented perspective

on managing performance. This approach has been highly effective in setting objectives and achieving results. The emphasis on leadership development is the most striking feature of HP.

HP is recognized for its exceptional leadership, achieved through a substantial investment of time, effort, and resources. As the company expands globally, maintaining this emphasis becomes crucial. To ensure that all employees worldwide receive training, HP offers video-based sessions, which not only saves costs but also minimizes environmental impact by reducing the need for travel (thus lowering greenhouse gas emissions). Therefore, it is evident that HP values the interconnectedness between the company's goals and objectives and those of its employees. Regardless of ethnicity or cultural background, HP fosters equal employee relations across all its operations, making it a truly global company. The company primarily monitors compliance with its policies through employee engagement surveys.

The text inquires about bias and diversity and assesses employees' understanding of the company's approach to these issues. HP has implemented strong policies to address discrimination and make them accessible to all employees. The company has also focused on providing various options to promote an excellent work-life balance, which has led to improved employee productivity and efficiency in achieving organizational goals. As an IT company, HP recognizes the need for workplace safety, especially in potentially hazardous environments like assembling products and hardware. Therefore, they are committed to promoting the best health and safety standards and staying updated with changes in these criteria.

Since the employees feel secure, their productivity at work has increased, resulting in higher and more efficient production.

Recommendation

HP should develop a new performance evaluation criterion that takes into account external factors that may affect

performance in the international scenario. Currently, they use the same appraisal criterion overseas as they do in their headquarters, which has caused several issues.

To ensure that workers are able to work effectively on an international platform, HP can provide language training. This training goes beyond just learning the language of the country in question, but also involves understanding how customers think and behave. Improving employee relations can be achieved by giving employees more responsibilities and access to important meetings. Additionally, HP can assign employees to lead teams and projects and increase communication between employees and supervisors.

• Focusing on service training can help workers expand their knowledge of managing customers.
• Transparent assessment systems can help prevent disagreements and conflicts.
• Providing education and improved training for evaluation.

Performance in different areas of the company is sometimes affected by inadequate training and lack of knowledge in areas such as interaction, culture, business, and social information. By alerting managers to potential errors in judgment, these errors can be identified and prevented in advance.

Clear and concise public presentation guidelines can reduce evaluation errors and avoid confusion and uncertainty surrounding the assessment process. It is important for the company to clearly state its purpose for assessments.

Decision:

HP is dedicated to cultivating a high-performance culture where employees can thrive. To further enhance its value proposition for employees, HP has developed plans to support their growth with integrity and discipline. Talent management has been integrated throughout the company, and strategic employee planning has been implemented through a complete redesign of leadership programs.

HP has successfully and efficiently:

• Achieved excellence in business transformation and workforce planning.
• Motivated individuals and fostered leadership development.
• Maximized employee engagement and built a high-performance culture.
• Promoted areas such as

career development, performance management, and leadership development.

In both theory and practice, HP has implemented some of the most effective human resource management policies.

The company has received accolades for its diverse and advanced human resource systems. However, despite implementing some of the best human resource policies, the recession had a significant impact on the employees, leading to dissatisfaction and fear of job loss. This demonstrates that even excellent human resource practices may not always meet expectations. It suggests that although the organization employs superior human resource strategies, the psychological aspect of individuals is susceptible to rejection and acceptance, making it necessary to adapt human resource practices accordingly.

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