Human Factor Report: Evaluating HR Strategies at Deloitte, 2019

This report delves into the human resource issues at Deloitte, a multinational professional services network, focusing on internal challenges like employee retention and external factors such as political and legal considerations impacting its global expansion strategy. It examines the positive influence of technology on HR functions, including improved communication and data analysis. The report proposes an effective HR strategy encompassing workforce planning and development, talent identification and management, and improved employee engagement to address these issues. Furthermore, it identifies methods to evaluate HR strategies, emphasizing employee retention and trade relation analysis to ensure a strong return on investment and alignment with Deloitte's business objectives. The report concludes with recommendations for implementing these strategies to enhance Deloitte's competitive position.

Running head: HUMAN FACTOR
Human Factor
Name of the student
Name of the university
Author Note

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Table of Contents
Introduction................................................................................................................................2
About the company....................................................................................................................2
Current human resource issues of the company.........................................................................3
Impact of technology on the human resource............................................................................4
Proposals for an effective HR strategy.......................................................................................5
Identification of the ways to evaluate the HR strategies............................................................7
Conclusion..................................................................................................................................8
Recommendation........................................................................................................................9
Bibliography.............................................................................................................................11

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Introduction
In the modern world, it is necessary to consider the human resources that exist in an
organisation so that it plays an important role in the organisational development. Noe et al.
(2017) is of the opinion that the human resource management and its issues are considered as
some of the most exciting analysis that is to be undertaken in an organisation. Therefore, as
stated by Cascio (2015) the business strategies need to be based on the manner in which
human resources can be utilised with focus on the current issues that may hamper its
existence. In this assignment the current human resource issues that exist in an organisation is
being undertaken. In the modern world, technology has grown and with its growth, it plays an
important role in the development of an organisation.
In the words of Bratton and Gold (2017), the impact of technology in the modern
world and for the development of the human resource of a company is focused upon. The
analysis is conducted on Deloitte, a company famous for providing professional service
network across the world (Deloitte.com 2019). The issues in the human resources of the
company and the manner in which technology can be beneficial for it in the next five years
are taken into consideration. At the same time, proposals related to the issues can be analysed
and related back with the manner in which Deloitte can continue with its business.
Identification can be made about the evaluation necessary for the HR strategy based on the
return on investment of the company. The evaluation of the HR strategies is also taken into
consideration with recommendations for the implementation of the strategies.
About the company
Deloitte is a multinational professional service network. The company is located in
London and has been in effect since 1845 (Deloitte.com 2019). Deloitte is considered to be

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one of the big four accounting organisations with revenue close to US$43.2 billion
(Deloitte.com 2019). Some of the services provided by Deloitte include auditing, taxation,
management consulting as well as financial and legal advisers (Deloitte.com 2019). In total
Deloitte employs over 286,200 employees in the global market (Deloitte.com 2019). In 2017,
the company was declared as the 4th largest privately owned company in the United States
(Deloitte.com 2019). One of the reasons for the success of Deloitte is the fact that the
company offers both global as well as management consulting which is based on the
aggregate revenue that is earned (Deloitte.com 2019).
Current human resource issues of the company
Human resource issues can be considered as one of the recurring factors that every
organisation needs to undergo. Therefore, in the context of Deloitte, the company need to
undergo an analysis of the issues that exists in the current human resource of the company. It
is necessary that the analysis is made based on the strategy chosen by the company. It has
been evidenced that the business strategy of Deloitte is of expansion into different countries
(Deloitte.com 2019). At the current stage, Deloitte has its branches in North and Western
Europe along with the United States (Deloitte.com 2019). The business strategy is to expand
itself in the Asian market and develop itself particularly after the ban that has been imposed
on the company in India. In this regard, an analysis of the human resource issues of Deloitte
can be made which includes identifying the internal as well as the external issues of the
company.
Internal issue
Lack of employee retention: The lack of employee retention can be considered as
the biggest reason for the employee turnover. The issue with Deloitte in terms of maintaining
the employee retention can be considered due to its spread structure (Deloitte.com 2019). The

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fact that Deloitte has over 286,200 spread across the world can be considered as a major
concern (Deloitte.com 2019). Therefore, as stated by Noe et al. (2015) it is necessary to
understand the manner in which Deloitte can implement possible motivational factors based
on which employee retention can take place. The effectiveness of the issue in the future is the
fact that Deloitte cannot be able to maintain its dominance in the industry and may lose out in
terms of competition (Deloitte.com 2019). Evidence of the negative impact of this particular
issue can be ban that Deloitte had to suffer in India due to the irregularities in the financial
account of the company (Deloitte.com 2019).
External issue
Political and legal factors: The political and legal factors can be considered as
serious issues that are to be managed by Deloitte in terms of its business strategy. The aim at
expansion in different countries needs to be made based on the political entity as well as the
legal laws that govern the country (Deloitte.com 2019). For Deloitte, the quick expansion in
countries other than America or the European countries need to be taken into consideration
based on the Government ties that exist (Deloitte.com 2019). It is important to understand the
manner in which Deloitte can contribute towards the success of its organisation based only on
the analysis of these two factors (Deloitte.com 2019). In the future, the improper political ties
between the countries along with strict legal considerations need to be a part of assessment
made by Deloitte in terms understanding its position in the competitive environment
(Deloitte.com 2019).
Impact of technology on the human resource
According to John and Taylor (2016), in the modern world, the advent of technology
can be felt in every field of business. As stated by Nankervis et al. (2016) in the field of
human resource, the advent of technology can be identified in the manner in which the human

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resource departments can make contact with the employees, store files and ensure that
employee performances are analysed. Stone et al. (2015) stated that it is evident that the
application of technology can improve the working of the company; however, it is also
necessary that the technology implemented and identified have a long-term impact on the
company.
In this regard, it can be said that in the case of Deloitte, it is evident that the company
continue to identify the progress via the technology, which can help in smooth
commencement of the business (Deloitte.com 2019). For Deloitte, the impact of technology
for the human resource can be considered as positive. The fact that technology can ease the
communication process between the candidates and the HR field can be considered to have a
positive impact on Deloitte (Deloitte.com 2019). At the same time, the data analysis of the
performance of the employees can be accessed via the application of technology.
The application of technology can be considered as a positive recommendation for the
development of Deloitte keeping in mind that human resource management for maintaining
the technological advancement are kept in consideration (Deloitte.com 2019). This can be
attributed to the fact that Deloitte, need to ensure that the technology adopted can be
continued for five years in the future so that rapid changes and updates does not need to take
place (Deloitte.com 2019). Hence, the application of technology for Deloitte can be
considered as effective mainly because it can help the company to gain an advantage while
implementing its business strategies for solving the issues (Deloitte.com 2019).
Proposals for an effective HR strategy
In order to address the issues raised by Deloitte in terms of management, internal and
external issues, it can be said that a proposal can be made based on which an understanding
of the HR strategies need to be comprehended. The analysis have showed that for Deloitte,

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the two most important issues that are needed to be considered includes the lack of employee
retention and the proper analysis of the political and legal factors. As stated by Cascio (2015)
it is necessary that Deloitte understands the core reason for the occurrence of these issues and
based on it; undertake recommendations that can help in the progress of the company.
Therefore, the core proposals that is to be included for underlying the issue associated with
Deloitte consists of:
Workforce planning and development: In the words of Sparrow, Brewster and Chung
(2016), the workforce planning and development can be considered as an important issue
since it helps in the analysis of the condition of the employees. The employees working at
Deloitte need to be developed so that the performance and productivity of the organisation
can be maintained (Deloitte.com 2019). The planning of the workforce need to be based on
the requirements of Deloitte so that proper replacement of employees can be made in case of
injury, turnover or retirement (Deloitte.com 2019). The ineffective manner in which such
planning and development is done is the cause for the internal issue associated with Deloitte
(Deloitte.com 2019).
Talent identification and management: According to Berman et al. (2019), it is
important for an organisation to identify talent and manage the talents for ensuring a proper
future of the organisation. In the case of Deloitte, the talent identification needs to be the duty
of the managers along with the maintenance of the talents (Deloitte.com 2019). However, it is
necessary that the talent identification and management be based on the legal rights that exist
in a country. For Deloitte, it is necessary that a proper analysis of the political ties be made so
that outsourcing of talents can take place (Deloitte.com 2019). However, the ineffective
analysis of the talents along with lack of updates regarding the external environment is the
cause of the external issue with Deloitte (Deloitte.com 2019).

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Improving employee engagement: As stated by Brewster et al. (2016) the
improvement in the employee engagement can be considered as important since organisations
tend to maintain a proper employee-employer relationship. It is important that Deloitte
provide opportunities for the employees to be involved in the talent they possess
(Deloitte.com 2019). The fact that the company had failed to do so in India and instead
indulged in financial irregularities was the main reason for its failure (Deloitte.com 2019). As
stated by Stewart and Brown (2019) the employee engagement need to be maintained based
on the mutual trust and respect.
Identification of the ways to evaluate the HR strategies
The HR strategies that are required to be evaluated need to understand the manner in
which proper development of the organisation need to take place. According to Morgeson,
Brannick and Levine (2019), it is necessary for an organisation to consider the ineffective HR
strategies so that an assessment can be made for its contribution. In the case of Deloitte, it is
necessary that the company understands and evaluates the HR strategies that exist within the
organisation in order to analyse its importance in the business. One of the effective HR
strategies implemented by Deloitte is the possible aim of retaining the employees
(Deloitte.com 2019). Hence, as stated by Brewster, Mayrhofer and Morley (2016) for
maintaining the loyalty of the employees and evaluation of the work done by the employees
need to be taken into consideration.
For Deloitte, implementation of such a strategy requires the adoption and
implementation of motivational techniques, which can help in the management of the
employees (Deloitte.com 2019). Thus, for Deloitte it is necessary that the company undertake
motivational theories and based on the motivational theories, the company can identify the
ways by which it can retain the services of the employees. At the same time, for Deloitte to

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be effective in terms of managing the external environment, the evaluation of the trade
relations needs to be taken into consideration (Deloitte.com 2019).
As observed by Albrecht et al. (2015) the return on investment of Deloitte based on
the internal and external analysis of the company can be considered with the fact that based
on the investment made by Deloitte in terms of expansion, the company would expect to gain
profit. Such case could not be related to its time in India as the company failed to make an
impact in its business. However, Wilton (2016) is of the opinion that the positive application
of the internal and external environment can be highlighted by the success of the company in
the United States. In the words of Banfield, Kay and Royles (2018), the return on investment
made by the company in this country can be considered as high and have less issues as
compared to the controversies that the company had to befall in India.
Thus, as stated by Guo and Al Ariss (2015) the return on investment in terms of
identifying the HR related to issues can be considered as problematic for Deloitte mainly
because a consistency need to be maintained so that the company can gain success in the
market. Thus, it can be said that evaluation of the HR activities can be accounted for the
implementation of the strategies undertaken by Deloitte so that it can continue to remain
effective across the world (Deloitte.com 2019).
Conclusion
Therefore, based on the analysis of the HR strategies used at Deloitte, an assessment
can be made about the manner in which the activities of the HR can be beneficial for the
organisation. It has been seen that internal issues that are faced by Deloitte concerns its lack
of employees and the inability to manage the employees that provide assistance for its
development. The manners in which Deloitte can continue to be an important part of the
business market need to be based on the recommendations that it undertakes to mitigate such

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issues. At the same time, external issues in the form of political and legal issues need to be
kept in mind so that Deloitte can perform well in its business.
Hence, it can be said that for Deloitte to remain developed in the market, it is
necessary that the company implement the technological support that it may gain while
improving on the human resources that it possess. The technological support for the human
resource can be analysed based on the overall impact that technology have in the modern
world. Recommendations for Deloitte can be in the form of maintaining proper workforce
and implementing plans, which can help in enforcing employee engagement.
Thus, implementation of proper leadership style and motivation can help Deloitte to
retain its employees despite drastic changes in the environment and organisation. Thus, it can
be said that for the development of Deloitte, the evaluation of the HR strategies used by the
company need to be implemented in a proper manner.
Recommendation
One of the issues that have been seen from the analysis is that the internal issue of
Deloitte rests on the fact that the company is unable to manage the employees in a proper
manner. It is necessary that the company understands the requirements of the employees so
that proper relationship can be made. Hence, recommendations in the form of providing the
required motivation can be considered. The motivation need to be based on the basic
requirements of the employee so that techniques and tools of motivation can be considered.
Therefore, it can be said that for Deloitte to engage in employee development and retention, it
is necessary that the company identify the factors that motivate the employees.
Work place decorum and a proper approachable relationship between the employees
and the employers can be considered as a recommendation for Deloitte. At the same time, in

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terms of the external issue identified from the analysis, it can be said that recommendations in
the form of remaining updated about the changes in the political and legal system need to be
made. Deloitte need to ensure that a market researcher is hired with the job responsibility of
maintaining an analysis of the changes that take place in a market pertaining to the political
and legal systems. Along with this, proper relationship with the Government can be made so
that Deloitte can continue with the expansion of the business and remain successful in the
market.
In terms of the technological development, it is necessary a long-term future growth
be undertaken so that excessive finances in updating the technology do not become a regular
occurrence. Thus, the technology to be adopted by Deloitte need to have long time
profitability and at the same time need to be related to the finances that exist in the
organisation. Workforce planning, talent identification and management need to be done by
recruiting proper people capable of being a leader in this front.
The leadership style preferable in this case needs to be situational analysis so that
decisions based on the situation at hand can be taken in an instant manner. The talent
identification need to be made based on the support provided by the human resource
managers in identifying the suitable people for the job. Therefore, it can be said that for the
development of the company and its future implementation of business scenario, it is
necessary that Deloitte undertake these changes for its betterment.

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