Analysis of HR Strategy Implementation at Nintendo

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ASSESSMENT 2 - INDIVIDUAL ESSAY
HRMT20026 SHRM
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Table of Contents
The rationale of embedding HR strategies into broader corporate strategies..................................3
HR strategy embedment in the broader corporate strategy of Nintendo.........................................4
Implementing HR strategy at the departmental level......................................................................4
Contemporary HR challenges faced by Nintendo...........................................................................5
References........................................................................................................................................6
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Nintendo is a manufacturing company of electronic products and video games. The headquarter
Nintendo is situated in Kyoto, Japan. The main products which are manufactured in the company
are video game consoles and video games. The name of the company is registered in the top
most companies which are in the market of video games. Some of the video games which made
the company one of the best video games provider are Pokemon, Mario, the legend of Zelda and
many more. The company has many branches all over the world like in Washington, Germany,
Australia, and Korea and entertains the people through its games and gaming products
(Nintendo, 2019).
The rationale of embedding HR strategies into broader corporate strategies
Asta & Julija (2015) stated that the management of an organisation is made by the employees of
that organisation and the management of these employees is done through human resource
management (Asta & Julija, 2015). As per Kusserow (2017), the human resource management
has to perform many tasks in an organisation like the hiring of the new employees, training of the
employee, planning for the management, the firing of the employees and many other human
resource related activities. The human resource manager also helps the organisation to solve the
conflicts between the employees (Kusserow, 2017).
In the view of Lu et.al, (2015), having great human resource management in the company will be
beneficial for Nintendo because there are various strategies which can be implemented through
this management in the organisation. The human resource management helps the business of
Nintendo to expand more in the market and can also perform the performance management plans
that can help the organisation to examine its performance in the market (Lu et.al, 2015). The
human resource management of Nintendo also follows the policies which are related to the
corporate social responsibilities and according to this policy, they aim that they will try to put the
smile on the faces of everyone which is touched by Nintendo. Mazzei & Noble, (2017) has also
stated that there are various activities which are performed by the human resource management
which will help in following the codes of social responsibility are the starting of the Starlight
children's foundation, YWCA family village, etc. For the environment, they do campaigns like
Hopelink (Mazzei & Noble, 2017).
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As per Pavlov et. al, (2018), the human resource management of Nintendo also works for the
employees by creating a balance between the work and life of them. This helps the management
to keep the employees on track and also keep the employees free from the stress. The employees
are the main resource of an organisation as they help the organisation to step towards the goals of
the company and achieve it for the company and the human resource management is the one
which helps the organisation by taking cares of the employees. The human resource management
also evaluates the employees on the basis of the strengths and weakness of the employees and
then the management will conduct the training sessions to making the employees fully expert in
their job (Pavlov et al, 2018).
HR strategy embedment in the broader corporate strategy of Nintendo
According to Vivares-Vergara et.al, (2016), the business of Nintendo is continuously growing
with the increase in the users of the latest technology because if the number of users of the
mobiles and computers will increase then it will also increase the demand of the entertaining
software in the market. So to make the company stepping with the new technology, there is a
need for proper management of the employees who have talent and knowledge about the latest
trends in the market. This action is also the part of human resource management because the
hiring of the employees is also the function of it. For the achievement of long term goals, there is
a need for strategic management which will keep the employees engaged with Nintendo
(Vivares-Vergara et.al, 2016). The strategies which are involved in human resource management
can work more efficiently with merging it with the other strategies of the organisation. It has
been stated by Boon et.al, (2018), the corporate strategy will help the human resource strategies
to increase the performance of the activities by maintaining the competition in the market and
take the advantage of the strategies of the other competing organisations (Boon et.al, 2018).
Accoding to Campbell, (2017), it is also found beneficial that if the companies are using the
corporate and other strategies together in their organisation then the productivity and the
performance of the company improves and the environment of the company also get stabilised.
This also helps the management to win the loyalty of the employees for the organisation. For the
launching of any new game or the other hardware products like gaming consoles, there is need of
the proper support from the employees because the launching and the quality of the services or
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product can only be achieved by the help of employees. If the employees are engaged enough to
accept the changes in the organisation management then it will also help the organisation to
believe in their team of human resources. For the broader corporate strategy, there is the need for
a proper mission and goals which can lead the team of management towards it by the help of
various activities conducted in Nintendo (Campbell, 2017).
Implementing HR strategy at the departmental level
As per Madhani (2017), for the implementation of the HR strategies in Nintendo, the
management has to consider all the factors which may hinder the activities of the organisation.
The various points which need to be kept in mind while the HR strategy implementation like the
policies related to the human resources which are made for the welfare of the employees. The
policies will include the laws and regulation which will help in making the employees engaged
in the organisation. The management also has to consider the risks that may originate in the
future and can affect the performance of the business (Madhani, 2017). The other points which
need to be taken into consideration by Nintendo are the corporate social responsibility. In this,
the company has to implement the strategies by considering the environmental factors, social
factors, and economic factor. Sheehy (2015) stated that all these factors come after the very
important part of the HR strategy and that is the mission and objective of the strategy and how it
will affect the business of Nintendo. The corporate social responsibility of Nintendo has the
statement that the aim of the company is to put a smile on the consumer's face (Sheehy, 2015).
According to Järlström et al., (2018)The human resource management also has to consider the
quality of the employees for implementing the HR strategy and it can be provided through the
proper process of hiring the candidates who have a good level of education which can be used
for the growth of the organisation. Sometimes when Nintendo launches any new game or
product, there is a need for proper training of the employees. The budget will also need to keep
into mind while the implementation because if the budget prepared for the game or any other
hardware, the results will be not good for the company. The stakeholders are also part of the
strategy and Nintendo can use its stakeholders and the partners by involving them into the
planning (Järlström et al., 2018).
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Contemporary HR challenges faced by Nintendo
According to Ficklscherer et al, (2016), there are various problems that origins because of the
extreme dependency of Nintendo on other factors like the current technology trends and internet
services. These are the challenges for the company but for the human resource management, the
challenges are to measure the performance of the business after the implementation of the
strategy in the organisation, the hiring of the most talented employees for the organisation so the
new inventions and the new games can be provided to the customers of the company
(Ficklscherer et al, 2016). Also, the business of Nintendo is not limited to the market of Japan, it
also deals in other countries. Because of the global business of Nintendo, the management of the
company has to follow the legal laws and rules of different countries which also create a
challenge for the Human resource management to focus on the laws of every country make
prepare the strategy according to it. The HR management also have to face the risks that may
arise in Nintendo because this management also has to deal with this type of problems (Gadd,
2013). The risk of creating a safe and durable system for the organisation is also the
responsibility of HR so that the personal information and the confidential information do not get
leaked in the market. As per Meyer et al., (2011), the proper marketing method for the promotion
of the games is also decided by the HR management so that the result expected from the product
can be achieved. There are also other challenges which are faced by HR without any expectation
of occurring of it (Meyer et al., 2011).
The business of Nintendo is really depended on the new innovations in the market of the
developer of the games because the games are dependent on the technology trends going in the
market. The dependency of the Nintendo business on the other factors makes the company stand
on a compromising state so the HR manager has to consider all the internal and external factors
by the use of various methods. Rachmad Hidayat et al, (2015) stated that for the internal
environment factors, the HR manager should use the SWOT analysis method and for the external
environment factors, the PESTEL analysis methods can be used (Rachmad Hidayat et al, 2015)
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References
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 Meyer, M., Roodt, G., & Robbins, M. (2011). Human resources risk management :
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