HRM Practices and Organizational Performance

This assignment focuses on the mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. It involves analyzing various studies that investigate how different HRM practices, such as strategic HRM, rewards, job design, work climate, intrinsic motivators, and employee engagement, impact organizational outcomes. The assignment requires a critical evaluation of existing research to understand the mechanisms through which HRM practices influence business success.

Running head: HRM POLICIES
HRM POLICIES
Name of the student
Name of the university
Author note

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Executive summary
The report is aimed at understanding the various aspects of the HRM practices that are being
undertaken by Walt Disney relating to the proper diversity management. the utilization of the
EPRG model, in this case, has helped in the proper identification of the approaches that are being
used by Disney for the proper functioning in a new market.

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Table of Contents
1. Introduction to HRM...................................................................................................................3
1.1 Company Profile........................................................................................................................3
1.2 Purpose of the assessment.....................................................................................................3
2. HRM practices undertaken by the organization..........................................................................4
2.1 EPRG model..........................................................................................................................4
2.1.1 Ethnocentric approach....................................................................................................4
2.1.2 Polycentric approach......................................................................................................5
2.1.3 Regiocentric approach....................................................................................................5
2.1.4 Geocentric approach.......................................................................................................5
2.2 Diversity management in Walt Disney..................................................................................5
3. Evaluation of the current HRM practices undertaken by Disney................................................6
4. Recommendations for future decisions for expansion.................................................................7
4.1 The application of the Geocentric approach while working in Ghana.................................7
5. Conclusion...................................................................................................................................9
References......................................................................................................................................10

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1. Introduction to HRM
The human resource management of any organization helps in the smooth processing of
the same in the market. HRM helps in determining the management tools for understanding the
needs of the organization through the involvement of the employees to make their growth in the
market. HRM of any organization also helps in maintaining the sustainability of the organization
in the market situation against all competitions and assorted risks.
1.1 Company Profile
The concerned company for this report, The Walt Disney Company, is a multinational
mass media and entertainment conglomerate that has established itself as one of the second
largest media company in the world in terms of the revenue structure and profitability. It
undertook expansions in the fields of the radio, publications, theatre and the online media. The
company operates on a worldwide basis. The growth of the company is based specifically on the
management that is being undertaken by the same.
1.2 Purpose of the assessment
The report is aimed at examining the various aspects of the change in the practices in the
management of the human resource and development, which has helped the organization in
maintaining the progress and the sustainability whole expanding its enterprise. On the other
hand, the report also enumerates recommendations for the strategic decisions that the
organization might undertake for their HRM practices while expanding their enterprises in
Ghana.

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2. HRM practices undertaken by the organization
The company focuses on the development of the business based on the dependence of the
human element. The proper treatment to the workforce has helped the organization in sustaining
in the market scenario. Alternatively, the major characteristic of the change that is being
undertaken by the organization is based on the diversity in the workforce that it supports. A
clearly diversified workforce helps the organization in making innovations in order to meet the
requirements of the customers and the audiences in the market. This approach of the organization
has helped the same in maintaining their standards and sustenance in the markets. The six major
principles that are being followed by Disney have helped in the growth of the organization in the
market. According to DuBois and Dubois (2012), the structural and the cultural shifts of the
organization has not only helped the organization in unraveling new scopes of expansion but also
has helped the employees to grow in their carriers. On the other hand, the training that is being
provided by the organization has helped the same in maintaining the quality of the inputs that are
prepared by the organization (Dar et al. 2014).
2.1 EPRG model
EPRG model has helped ion the understanding of the various approaches that the
company has relating to their state of affairs. The model helps in determining the different
approaches of staffing that is being undertaken by organizations in order to fulfill their
objectives.
2.1.1 Ethnocentric approach
The Ethnocentric approach of the model is based on the company’s belief that the
branch in the home country is more superior to the others, and therefore the company undertakes
a very less research in the international markets.

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2.1.2 Polycentric approach
The polycentric approach of the organization perceives every market to be unique in
nature and thereby the headquarters of the organization places very less control over the
activities in the other markets.
2.1.3 Regiocentric approach
The Regiocentric approach of the organization is based on the consideration where the
organization undertakes a differentiation among the regions where the organization is looking
forward to function. The difference in the region is based on the fact that there is a change in the
market conditions (Hennekam and Herrbach 2013).
2.1.4 Geocentric approach
The Geocentric approach of the organization is determined by the different aspects of the
transition in the organizational culture while operating in the international markets. The approach
helps in determining the differences between the undertakings of the company in the home
country and globally. It can be taken as a combination of the Ethnocentric and Polycentric
approach that is being planned by the organization.
2.2 Diversity management in Walt Disney
The staffing and the recruitment that is undertaken by the companies are related to the
fulfillment of the requirement of the same in the market. The recruitment of the skilled
workforce has helped the organization in making its significant progression in the international
markets (Alfalla-Luque, Marín-García and Medina-López 2012). Moreover, the training needs
of the employees are also being adhered buy the organization, which has helped the same in
retaining the skills of the workforce and enhancing them for bringing forth improvements in their

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structure (Husin, Chelladurai and Musa 2012). The working environment and the remuneration
that is being offered by the organization n also play a major role in determining the retention rate
of the employees. It thereby helps in measuring the progress of the organization based on the
smooth functioning of the systems (Kaufman 2015).
3. Evaluation of the current HRM practices undertaken by Disney
The organization expects the responsibility and the firm support of the employees
through the standard of quality, the application of the ethics, and social responsibility. It will be
helping the organization to maintain its sustainability in the market. The organization undertakes
the change in their structure and functioning in order to adhere to the changing needs of the
consumers in the market. Mariappanadar (2012) started that Disney perceives their brand image
through their employees and therefore it has a strong foundation of the regulations for sustaining
their organizational culture in the market. Disney has six principles that they follow for the
proper human resource management and it has helped the organization in making its progress in
the market. The very first of the principles is to value the employees for which they use the
acronym RAVE (ALDamoe, Yazam and Ahmid 2012). RAVE stands for Respect, Appreciate,
and Value Everyone, which helps in the determination of the procedure that is undertaken by the
company for keeping the workforce motivated and skilled. It also helps the organization in
undertaking the smooth functioning of its business. The major aspect of the change in the
management patterns of the human resource that is being undertaken by the organization is based
on the understanding of the progression that the company aims at undertaking in the market
(Jimenez-Jimenez and Sanz-Valle 2012). Valuing the employees is one of the major steps that
is being undertaken by the organization for the proper functioning of the business enterprise.

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The other principles that govern the management structure of the organization are the
changes in the structural, the functional and the other processes. The changes in the processes
will be helping the organization in adapting themselves in the international markets. On the other
hand, the skilled workforce of the organization shall facilitate the improvements in the
functioning of the organization in the market (Foss et al. 2015). It also involved the
determination of the right candidate for the job during recruitment. Thereby it understands and
provides the training as per the needs of the employees to perform in their individual job roles
(Lamba and Choudhary 2013). The undertaking of the organization in order to provide the
employees with the value proposition has helped in maintaining their covers of sustainability in
the market structure.
4. Recommendations for future decisions for expansion
The company must take steps in order to understand the various prospects of growth in
the market of Ghana. In order to analyze the prospects a market research is required to be
undertaken by Walt Disney as per the staffing requirements (Vanhala and Ritala 2016). The
staffing requirements of the organization are based on the diversification of the workforce. The
consideration of the change in the structure and the functioning is based on the expansion of the
organization in Ghana (Slocum, Lei and Buller 2014). This section of the report aims at
understanding the recommended actions that the company should have taken in order to cater to
the needs of the organization to expand its business in Ghana.
4.1 The application of the Geocentric approach while working in Ghana
o The Geocentric approach might be undertaken by the organization in order to
facilitate the efficient functioning of the organization in the market. The company

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must take steps to encourage the recruitment of the staff from that region where
the company is establishing itself. It will be helping to determine the needs of the
organization based on the diversity of the operations.
o The organization must undertake recruitments from the region that are well aware
of the local languages that are used in the region (Giauque, Anderfuhren-Biget
and Varone 2013). On the other hand, it will be helping the organization in
determining the needs and the requirements of the people living in the region. The
determination of the various aspects of the transition is based on the
understanding of the different characteristically similar elements of the
development of the organizational structure. The flexible organizational structure
will be helping the organization in maintaining the adaptability of the
organization in the market as per the needs of sustainability.
o The organization must also undertake steps in order to keep the employee
motivated. It will help the same in retaining the skilled workforce, which will be
helping the organization to promote smooth functioning of the same in the
markets (Clarke and Hill 2012). The parameters for understanding the change
that is being undertaken by the organization is based on the understanding of the
needs of the company to make its progress in the markets.
o The appreciation for the performance of the employees will be helping the
organization in keeping the workforce motivated and involved in the processes
undertaken by the organization. The major aspects of the change are based on the
understanding of the various factors that determines the change in the tastes and
the demands of the consumers. On the other hand, the organization must also

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undertake steps for training the local employees of the same in order to facilitate
the smooth functioning of the workforce, which will be helping the organization
in planning for the improvements in the processes. The characteristic feature of
the transition that is being undertaken by the organization is based on the
understanding of the different management contexts for understanding the
requirements of the people living in the region. The organization is more focused
on the quality of the deliverables. Therefore, the company must take steps in order
to determine the needs of the same while undertaking the recruitments.
o Service quality enhancement is one of the chief concerns of the organization.
Therefore, the organization must formulate policies for monitoring over the
processes that are undertaken by the employees (Donate, Peña and Sanchez de
Pablo 2016). It will be helping the organization to reason the change that is
required to be undertaken in the structure and the functioning for bringing forth
improvements in the systems. Monitoring over the functioning of the employees
is one of the chief requirements of the organization to progress in the market. It is
perhaps the best effort that management can afford to undertake in order to boost
the functioning of the workforce in the new market scenario.
5. Conclusion
Therefore, from the above analysis it can be stated that the identification of the HRM
needs of Disney will be helping the organization in bringing forth improvements in their
situation. On the other hand, the current practices that are being taken by the organization
relating to the diversity management is being evaluated as a part of this report.

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References
ALDamoe, F.M.A., Yazam, M. and Ahmid, K.B., 2012. The mediating effect of HRM outcomes
(employee retention) on the relationship between HRM practices and organizational
performance. International Journal of Human Resource Studies, 2(1), p.75.
Alfalla-Luque, R., Marín-García, J.A. and Medina-López, C., 2012. Is worker commitment
necessary for achieving competitive advantage and customer satisfaction when companies use
HRM and TQM practices?. Universia Business Review, (36).
Clarke, M.A. and Hill, S.R., 2012. Promoting employee wellbeing and quality service outcomes:
The role of HRM practices. Journal of Management & Organization, 18(5), pp.702-713.
Dar, A.T., Bashir, M., Ghazanfar, F. and Abrar, M., 2014. Mediating role of employee
motivation in relationship to post-selection HRM practices and organizational
performance. International Review of Management and Marketing, 4(3), p.224.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of Human
Resource Management, 27(9), pp.928-953.
DuBois, C.L. and Dubois, D.A., 2012. Strategic HRM as social design for environmental
sustainability in organization. Human Resource Management, 51(6), pp.799-826.
Foss, N.J., Pedersen, T., Reinholt Fosgaard, M. and Stea, D., 2015. Why complementary HRM
practices impact performance: The case of rewards, job design, and work climate in a
knowledge‐sharing context. Human Resource Management, 54(6), pp.955-976.

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Giauque, D., Anderfuhren-Biget, S. and Varone, F., 2013. HRM practices, intrinsic motivators,
and organizational performance in the public sector. Public Personnel Management, 42(2),
pp.123-150.
Hennekam, S. and Herrbach, O., 2013. HRM practices and low occupational status older
workers. Employee Relations, 35(3), pp.339-355.
Husin, S., Chelladurai, P. and Musa, G., 2012. HRM practices, organizational citizenship
behaviors, and perceived service quality in golf courses. Journal of Sport Management, 26(2),
pp.143-158.
Jimenez-Jimenez, D. and Sanz-Valle, R., 2012. Studying the effect of HRM practices on the
knowledge management process. Personnel Review, 42(1), pp.28-49.
Kaufman, B.E., 2015. Market competition, HRM, and firm performance: The conventional
paradigm critiqued and reformulated. Human Resource Management Review, 25(1), pp.107-125.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology, 2(4), pp.407-423.
Mariappanadar, S., 2012. Harm of efficiency oriented HRM practices on stakeholders: An ethical
issue for sustainability. Society and Business Review, 7(2), pp.168-184.
Slocum, J., Lei, D. and Buller, P., 2014. Executing business strategies through human resource
management practices. Organizational Dynamics, 43(2), pp.73-87.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology, 31(1), pp.95-109.