Analysis of HR Functions and Practices at Dyson Limited

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HUMAN RESOURCE MANAGEMENT
DYSON LIMITED

Contents
INTRODUCTION...........................................................................................................................2
Task 1: ROLE OF HR FUNCTIONS..............................................................................................3
1.1 PURPOSE AND THE KEY ROLES AND RESPONSIBILITIES OF THE HR
FUNCTION.................................................................................................................................3
1.2 IMPORTANCE OF WORKFORCE PLANNING, RECRUITMENT AND SELECTION,
DEVELOPMENT AND TRAINING, PERFORMANCE MANAGEMENT AND REWARD
SYSTEMS...................................................................................................................................4
1.3 CASE STUDY TO EXAMINE THE DIFFERENT METHODS USED IN HR
PRACTICES................................................................................................................................5
1.4 EFFECTIVENESS OF EMPLOYEE RELATIONS AND EMPLOYEE ENGAGEMENT 6
1.5 KEY ASPECTS OF EMPLOYMENT LEGISLATION.......................................................7
1.6 AN EVALUATION OF HOW EMPLOYEE RELATIONS AND EMPLOYMENT
LEGISLATION INFORM DECISION MAKING AND meet BUSINESS OBJECTIVES.......8
Task 2: APPLICATIONS OF HR PRACTICES IN DYSON.........................................................9
JOB DESCRIPTION...................................................................................................................9
PERSON SPECIFICATION.....................................................................................................10
JOB-RELATED QUESTIONS FOR THE CANDIDATES.....................................................10
OFFER LETTER.......................................................................................................................11
EVALUATION OF THE USE OF TECHNOLOGY, ONLINE RESOURCES, DIGITAL
PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE RECRUITMENT
AND SELECTION PROCESS..................................................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Human resource management is the process of applying various management principles to
develop and maintain different staff in an organisation. This report will discuss the process of
human resource management at Dyson limited. This company was established by James Dyson
in 1991 and specialises in the manufacturing of various home appliances such as vacuum
cleaners, heaters, hair dryers, air purifiers and bladeless fans. At present more than 12000
employees are working at its manufacturing centres and factory outlets. This report will examine
the role of the HR department at Dyson Ltd. to manage the workforce efficiently and keep them
motivated. The report will also discuss the role of employee relations so that a better work
environment for the workers can be initiated where they are free to share their ideas and
suggestions to improve work processes.
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Task 1: ROLE OF HR FUNCTIONS
1.1 PURPOSE AND THE KEY ROLES AND RESPONSIBILITIES OF THE HR
FUNCTION
The primary purpose of the human resource department at Dyson is to enhance the role of
employees with the organisation. This can be done by providing advice, facilities and training to
support the employees at different levels. The human resource department coordinates different
activities in an organisation so that employees are able to work with their maximum efficiencies
(Alfes et al., 2012). Dyson benefits with the HRM functions because these functions help in
achieving different short term and long term goals of the organisation.
The key roles and responsibilities of human resource management at Dyson Ltd. are discussed
below:
 The human resource department assesses the current skills of the employees and the
based on these competencies plans different training and development programs so that
employees can carry their job roles perfectly and they are safe while working with
hazardous equipment.
 The HR department also needs to design appropriate training programs so that the current
skills of the employees can be upgraded. The training and development program helps in
improving the knowledge base of the employee and they are able to complete their jobs
more efficiently and in lesser time (Boxall and Purcell, 2011).
 Providing good working condition for the employees is also one of the key
responsibilities of HRM. The work environment of the company should be able to keep
the employee satisfied and motivated. It also includes making provisions for better safety
and security in the workplace.
 Managing employee relations also lists in the responsibilities of the HR department as
better employee relations help in creating comfortable work conditions. With comfortable
work conditions, the employees work with their full efficiencies and starting valuing the
mission and vision of the company as their own personal goals (Bratton and Gold, 2017).
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1.2 IMPORTANCE OF WORKFORCE PLANNING, RECRUITMENT AND
SELECTION, DEVELOPMENT AND TRAINING, PERFORMANCE
MANAGEMENT AND REWARD SYSTEMS
Workforce planning
Workforce planning is the process of forecasting the requirements of the workforce in future. It
involves deep analysis of the required experience, knowledge and skills in an employee so that a
detailed job specification can be prepared. This job specification is used by the HR department at
the time of recruiting potential candidates for certain job roles (Kucherov and Zavyalova, 2012).
This also involves analysing the future business planning of the company and the budgeting
process. Workforce planning also analyses the patterns in recruitment, promotion and turnover
and find the reasons for absenteeism or low productivity in the employees.
Recruitment and selection are associated with selecting the most talented employees for Dyson
so that better technologies can be developed and the company can meet its objectives.
Recruitment and selection programs of the HR department are aimed at selecting the right
candidate who can make better coordination with the mission and vision of the company
(Nilsson and Ellström, 2012). The training and recruitment programs help in reducing the high
turnover rate because the candidates with regularly hopping from one company to another are
eliminated in the initial stage of the recruitment process.
Development and training are required to fulfil the gaps in the skills and knowledge of the
employees. These programs are conducted both online and offline so that maximum employees
can take its benefit. Group training programs provide detailed instruction on the job to be
performed so that workers can complete their jobs in a safe and secure way (Pilbeam and
Corbridge, 2010).
Performance management programs measure the current performance of the employees and
compare these performances with the set standards of the industry or with the internal company
standards. If the employees are lacking some skills, they are motivated to start a self-evaluation
process make personal goals to learn new skills.
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Reward systems aim at recognising the positive contribution of the employees and create a work
culture where employees are motivated to improve their performance. The reward and
recognition needs may be different for various employees and it is the responsibility of the HR
department to recognise the right motivation for the employees (Tremblay et al., 2010). Some
employees may wish for monetary reward while the same may wish acknowledgement on a
common platform, while some employees may wish to get promoted.
1.3 CASE STUDY TO EXAMINE THE DIFFERENT METHODS USED IN HR
PRACTICES.
Case study 1: FedEx Corporation has a value system that ensures that the employee is treated in
the best possible manner and the success of the company depends on how well the employee is
treated at the organisation. Following this policy, the company started a programs called ‘People-
Service-Profit’(P-S-P) under which employee were given benefits like an annual employee
satisfaction survey, a leadership evaluation to process to help the employee progress to the
management level, regular communication through print and digital mediums and an open door
program to deal with employee questions and complaints (FedEx, 2019).
Case study 2: Airbnb is an American company providing different hospitality services in the
online market place. In 2015, Airbnb created a new designation called ‘Global head of Employee
Experience’. This new designation is the part of the transformation process of Airbnb from
traditional HR practices to the practices which are based on improving the employee experience
at all the levels (Forbes, 2016). Improving employee experience includes everything from
improving the workplace situations to managing the food the employees are eating. With all
these experience the employees at Airbnb are happier than ever and the company has been
ranked one of the best companies to work in the US.
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1.4 EFFECTIVENESS OF EMPLOYEE RELATIONS AND EMPLOYEE
ENGAGEMENT
Employee relations are the interaction between company management and employee. If these
interactions are not effective, it puts a negative impact on the morale of the employee. Therefore,
it is necessary for the Dyson management to take proactive steps to improve employee relations.
The key drivers for better employee and employer relations are the communication process
between the leaders and their subordinate at different levels (Fong et al., 2011). When this
communication process is strong, employees feel free to express their ideas and give feedback.
These relations are also developed when the different needs of the employees are fulfilled such
as the need for training and development, reward and other benefits.
Employee engagement is a condition when an employee feels fully satisfied with the work
environment. In such a situation, the employee is fully absorbed in his work and develops a
positive attitude towards the organisation and its mission and vision. The organisations where
employees are more engaged in the work are found to be outperforming other organisation where
there is low employee engagement. Dyson can produce a competitive edge over its rivals by
increasing employee engagement (Kucherov and Zavyalova, 2012). Employee engagement is
driven by a number of factors such as employee perception of the job, clarity in job roles, carrier
advancement opportunities, the quality of relationship with the management and peers and the
values of the organisation. When all these factors are at the place, the employee feels satisfaction
in the job and is ready to give his hundred per cent.
‘Flexible working practices’ and ‘employer of choice’ are some of the best practices which are
used to improve employee relations and their engagement at work. Flexible work practices allow
employees to decide their working hours in a day. On the other hand, the Employer of Choice is
an attempt by the employer to present itself as the best option for talented employees (Boxall and
Purcell, 2011). The facilities provided may include health insurance, paid holidays, better culture
or project-based work.
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1.5 KEY ASPECTS OF EMPLOYMENT LEGISLATION
Employment legislation is the rules and regulation by the UK government to ensure that the
people working in different public and private firms in the country are in safe and secure at the
workplace (Fong et al., 2011). These legislations also ensure those employees are treated fairly
and there is no discrimination on the ground of their colour, religion, gender, age or sexual
orientation. Below mentioned is the key legislation applicable in the UK:
NATIONAL MINIMUM WAGE ACT 1998
This act by the UK parliament makes rules and regulations for companies to provide a minimum
wage for the services provided by an employee. The law makes it mandatory that has to be
provided with a minimum wage of £7.83 per hour (Tremblay et al., 2010). Employers need to
maintain a record at their end which proves that they have provided minimum wage to the
workers according to their eligibility.
WORKING TIME REGULATIONS ACT 1998
This act prohibits additional working hours imposed by the employer on its employees. With
regulated work hours, the employees can give time to their families and maintain their health. In
case, overtime is unavoidable, the employer needs to provide compensation to the employees.
Regular brakes in-between work also needs to be provided by the employer along with certain
holidays in a year.
PENSIONS ACT 2008
Pension act enacted by the UK parliament in 2018 provides support to the old age employees
who have served the organisation for a long time (Kucherov and Zavyalova, 2012). The
minimum pension law helps these senior citizens live with dignity and get a minimum pension
for their routine needs. The government also contributes some amount to the pension fund for
employees.
EQUALITY ACT 2010
The UK government has declared seven protected characteristics which include age, race,
gender, disability, pregnancy, religion or marital status (Boxall and Purcell, 2011). People with
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these protected characteristics need to be given equal rights by the employers and in failing to do
so will attract penalty.
1.6 AN EVALUATION OF HOW EMPLOYEE RELATIONS AND
EMPLOYMENT LEGISLATION INFORM DECISION MAKING AND meet
BUSINESS OBJECTIVES
The leadership at Dyson can improve their decision-making process and achieve different
business objectives by having better employee relations. The positive relationship between
leaders and the subordinates can transform the whole work process and improve the efficiency of
the team members. When employees are able to communicate freely with the management there
is a strong possibility that they will develop themselves into strong leaders of the future. The
company is also able to achieve its different business objective successfully as better employee
relations reduce the number of conflicts between management and labour unions (Boxall and
Purcell, 2011). The culture and work environment of the company becomes more stable which
keeps employees happy at the workplace. The decision making enhanced as the communication
between the employees and the management is also improved and the employee feels free to
share their grievances and feedbacks to improve the work process.
Employment legislation also plays an important role in enhancing the decision-making power of
the leaders and managers at Dyson as these rules and regulations guide these managers what is
the standard behaviour with the subordinates and colleagues at the workplace. The rules and
regulation set guidelines for line managers and they do not have to continually ask senior
managers for advice. In the situation of a conflict with the employee unions, these rules and
regulations help in offering consistency and clear response (Fong et al., 2011). With clear rules
and regulations at the place, the management can also communicate with the new employees
clearly. All these rules and regulation strengthen the faith of the employee in the values of Dyson
and his belief that he will be treated in a fair and just manner.
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Task 2: APPLICATIONS OF HR PRACTICES IN DYSON
JOB DESCRIPTION
VACANCY
Job role - Senior Planning Analyst
Job description – in the dynamic nature of markets, there is a need to make some
strategic and potent actions that make the products and services more profitable to the
consumers and hence the company is necessary. Similarly, the job of a planning analyst
has to design and implement the business promotional and marketing strategies with the
reduction of costs to the company. Generally, the planning analyst reports to the senior
sales manager and same for the planning analysts in Dyson. The job role is one of the
competent positions in the company as it will provide numerous opportunities to the
individuals which can be utilised for future personal and professional growth.
Job tasks – to understand the dynamic needs of the markets/consumers, design the best
possible solutions for the customers and the company, establish uniqueness and
innovative ideas for the best and welfare of all
Educational requirements/Experience – individuals with experience of 2+ years as a
planning analyst in any production firm with a related degree and authorized
certifications are preferable candidates
Dyson Limited Careers
2019
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PERSON SPECIFICATION
CURRICULUM VITAE
Name – MNBV
E-mail Id – mnbv@[e-mail]
Contact No – [phone]
Career Objective – To become a potential asset of my workplace by giving them all the benefits
possible from my job role with loyalty, skills and dedication.
Educational Qualifications – Bachelor’s in management and Business Administration, Certified
business research and analyst
Experience – 1 and a half year at TGOSGDSN company
Strengths and Core competencies – effective communication, practical knowledge in a large
multinational firm, a great positive track record planning results, knowledge of various fields and
inquisitive for understanding every dimension of a task
Address – RTGHD lane 458, THSV road, YVOND
I MNBV assure that the details provided above are true and from my knowledge and I take the
responsibility for the failure of any details.
JOB-RELATED QUESTIONS FOR THE CANDIDATES
What do you know about the company?
What do you consider to be your weaknesses?
Tell me about a challenge or conflict you've faced at work, and how you dealt with it.
Can you tell some of the innovative ideas on which you have ever worked?
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OFFER LETTER
DYSON LIMITED
To, Mr MNBV,
It is an honour to inform you that you have been selected as our Senior Planning Analyst
working regular operations effective from the first day of joining. The company would
appreciate you replay if you revert us in next two working days with the confirmation to the date
of joining.
The Dyson is searching for the candidate like you and we expect and assure that you will
find a second home here and learn numerous things at the workplaces. In addition to this, we
would like to inform you that you will get a salary of £65,000 per annum for the first six months
which can be raised with 10% on the basis of performance and results. Moreover, please revert
with your approval and we will wait for you.
Dyson Limited Careers UK
2019
EVALUATION OF THE USE OF TECHNOLOGY, ONLINE RESOURCES,
DIGITAL PLATFORMS AND SOCIAL NETWORKING ON IMPROVING THE
RECRUITMENT AND SELECTION PROCESS
Latest trends and market dynamics represents that the technology has made its roots to every
sector and function of the businesses in every field and hence the recruitment and selection of the
best candidates. In terms of use of technology in the practices of HR department of the
companies like Dyson, they also understand the need of highly skilled individuals in their
organisation and hence they use all the suitable technological platforms available for the same.
From the publishing of the job advertisement to the final selection of an individual, Dyson tries
to use the technological facilities of segmenting and selecting the ones from hundreds for their
firm.
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