Dealing with Strategic Human Resource Management: Analysis of Tesla Company

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Running head: HUMAN RESOURCE MANAGEMENT
Dealing with Strategic Human Resource Management
Name
Institution
Author’s Note

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HUMAN RESOURCE MANAGMENT
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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HUMAN RESOURCE MANAGMENT
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