Dealing with Strategic Human Resource Management: Analysis of Tesla Company

This article analyzes how Tesla Company embeds HR strategies into broader corporate strategies, implements HR strategies at the departmental level, and faces contemporary HR challenges.

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Dealing with Strategic Human Resource Management
Name
Institution
Author’s Note

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ANALYSIS OF TESLA COMPANY
Introduction
Tesla is one of the most reputable organizations that have gained popularity across many
regions in the world. Moreover, it is a company that fully concentrates in the designing,
developing together with manufacturing of various electric products with the major ones being
with the major ones being electric vehicles together with a wide range of energy generation and
storage systems. At the same time, it is known to have the capability of installing and
maintaining such energy systems. Tesla appears to be the world’s first organization that is
vertically integrated in terms of the operations that it carries out across many boundaries. Its
major goal has mainly been geared towards the direction of offering end to end clean energy
products that are capable of taking care of the future generation. Moreover, Tesla is currently
involved in the production and selling of three different types of electric vehicles with the major
ones being the model S sedan, model X sports utility vehicle together with the model 3 that is
also sedan. One interesting thing about the four different types of vehicles is that they have the
capability of offering high performance together with an attractive functionality that is fully
related to their mode of operation. As far as the future goals of Tesla Company are concerned, it
mainly aims towards implementing a wide variety of electric vehicles in the entire market
platform thus addressing various issues that are related to environmental protection. All the
vehicles are sold through the use of their own sales and service network that they are currently
trying to implement at the global level.

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Outline the rational of embedding HR strategies into broader corporate strategies
Quite a number of various companies are known to be interested in embedding their HR
strategies into a broader corporate strategy in order to ensure that various goals are met within
the stipulated time frame. Moreover, embedding HR strategies into corporate strategy is a good
idea for most of the organizations since the corporate strategy has the capability of naming a
good number of outcomes that a given company intends to achieve within a stipulated time
frame and at the same time, the entire strategy will be able to adequately device one of the best
ways for doing so. Additionally, when an organization comes on board with an intention of
embedding most of their HR strategies into broader corporate strategies, they are capable of
adequately evaluating the scope of most of their activities and the manner in which all the
business processes within the whole company are capable of fully supporting most of the
business goals that have been brought on board (Birdi et al., 2016). On the other hand,
implementation of corporate strategy will be able to facilitate an adequate allocation of various
resources that are known to be attached to the organizations. The organizations will be able to
use corporate strategies as one of the most fundamental tools that various organizations are
capable of using with an intention of limiting the allocation of their resources to some of the best
available types of business opportunities within their operating boundaries. At the same time,
embedding HR strategies into corporate strategies is also a good idea since it leads to the
establishment of quite a number of expectations within various organizations (Chuang & Liao,
2010). Various companies have been able to clearly come on board with an intention of
conveying quite a number of corporate strategies to individual business units with an intention of
fully driving the performance and establishing some of the expectations of both the internal and
external stakeholders or even various personalities who tend to have a lot of interest in the

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success of the whole organization. At the same time, corporate strategies tend to put much focus
on a good number of key areas with the major ones being market standing, profitability together
with productivity for which a good number of measurable objectives are set. On the other hand,
implementing quite a number of corporate helps in coming up with a more competitive position
where the whole strategy will be fully concerned with the growth of various organizations
together with the profits that they are capable of making as far as all their operations are
concerned. At the same time the entire strategy has the capability of fully deciding the entire
businesses in which various organizations are capable of completing. Finally, it is known to have
the capability of adding more value to the shareholder sector within various respective
organizations thus providing one of the most adequate opportunities for the organizations for
them to fully scale up their investor value to something that is beyond the sum of all their
relevant physical intellectual assets.
How HR strategy is fully embedded in the broader corporate strategy of Tesla Company
Apple Company carries out quite a number of activities in order to embed different forms of HR
strategies into broader corporate strategies. In order to ensure that these HR strategies are fully
embedded into various aspects of required corporate strategies, the entire HR department is
capable of adequately understand how a good number of operations are handled thus being able
to adequately evaluate some of the benefits that are likely to be brought on board as a result of
implementing quite a number of corporate strategies. Moreover, the HR strategy is also
embedded into corporate strategy by fully understanding and listening to a good number of
issues that are raised by both the employees together with various customers who tend to be
situated in various locations. Moreover, it is also embedded into a broader corporate strategy
within the organization through an adequate and reliable implementation of a good number of

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ethical considerations that are capable of providing an appropriate and reliable direction
regarding some of the things that should be done together with those that should be avoided as
much as possible this further brings on board an adequate understanding of some of the things
that should always be carried out in relation to various issues pertaining corporate strategies. On
the other hand, the HR strategy is also embedded into broader corporate strategy within the
organization by fully engaging the top management team thus providing them with an adequate
opportunity to come up with a reasonable explanation on what should be done in order to ensure
that various goals are attained within the stipulated time frame thus enabling the entire
organization to step up to greater levels (Hobfoll, 2016).
How the organization may implement their human resource strategies at the departmental
level
The entire organization is capable of coming with quite a number of decisions that are geared
towards implementing some of the HR strategies at the departmental level. Moreover, this kind
of implementation is likely to take place through a variety of procedures in order to adequately
come up with one of the most suitable and reliable results that is required by the top management
team (Hitt, Bierman, Shimizu & Kochhar, 2016). One of the first steps towards implementing the
human resource strategies at the departmental level is to make sure that the entire human
resource strategy is adequately aligned with nearly all the goals that are attached to the whole
organizations, there is the need to ensure that all the values together with the ethical
considerations that are known to belong to the whole company are adequately woven into the
correct strategic plan that belongs to the entire company (Terziovski 2015). Additionally,
implementing various aspects of human resource strategies at the departmental level within the
organization will require an appropriate measurement of the existing support level most so the

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ones that are attached to the human resource strategies. As the organization works hard towards
unveiling certain elements of strategic changes, it will be appropriate to determine what level of
support it is capable of receiving from various types of supervisors and managers (Pitts, 2017).
The company needs to fully convince various managers that successful implementation of
various aspects related to human resource strategies, fully rests in their hands. As a result of this,
they also need to hold managers’ who are associated with change management within various
respective areas across their boundaries (Furrer, Thomas & Goussevskaia, 2016).
The organization may also implement their human resource strategies at the departmental level
by observing a number of human resources strategies in action within the departments. All the
relevant departments should be able to adequately demonstrate advanced level of support for all
the strategic goals associated with the human resources (Wright & McMahan, 2011). If
employees in a specific department adequately embrace change while another set of employees
in another department tries to resist change, this will lead to the emergence of dissension thus
making nearly all the cross departmental functions to suffer (Ogunyomi & Bruning, 2016). Due
to this, there is the need to fully implement collaboration in most of the operations that are
associated with the entire company in order to scale up the entire situation of human resources
strategy.
Contemporary HR challenges that is capable of facing the Tesla
There are quite a number of human resource challenges that are known to have the potential of
greatly affecting the entire organization thus altering the way it carries out various functions.
One of the major contemporary human resource challenge that is capable of affecting the entire
organization is compliance with various types of rules and regulations (Delery & Doty, 2016).

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Keeping up with various changing employment laws has proved to be a struggle for a variety of
business owners. Many of them are known to have the capability of ignoring a wide range of
employment laws with a belief that they don’t apply to the operations of their organizations. On
the other hand, management changes also appear to be another major challenge (Hess &
Rothaermel, 2011). Normally as businesses grow, their strategies, structures together with a wide
variety of internal processes are known to be capable of growing within it. Due to this, some of
the employees normally find it very hard to cop up with these changes thereby leading to a
decreased rate of productivity within their respective companies together with a decrease of
morale among the employees during certain periods of change (Guest, 2011). As far as the
challenges are concerned, the organization needs to carry out various operations for it to remain
successful and avoid encountering the challenges (Kang & Snell, 2017). One of the first things
that should be done by the organization is to make sure that it is capable of fully complying with
both the local, state together with the federal labor laws thus making it easier to carry out most of
the operations without any difficulties (Renwick, Redman & Maguire, 2013). At the same time,
the entire organization should put much focus in fully communicating the benefits of any change
that is likely to take place within the organization by appropriately implementing various aspects
of regular staff meetings thus bringing on board an adequate understanding of what is taking
place within the organization (Hodgkinson & Healey,2011).

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