Human Resource Management Report: Workforce Planning at Dyson

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Dyson Ltd. It begins by defining the purpose and functions of HRM, focusing on workforce planning and resourcing. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, both internal and external, with specific examples from Dyson. Furthermore, it explores the benefits of HRM practices for both employers and employees, assessing the effectiveness of various practices in raising profit and productivity. The importance of employee relations and the impact of employment legislation on HRM decisions are also discussed. Finally, the report examines the application of HRM practices within Dyson, offering a holistic view of the company's approach to managing its workforce, including training and development, performance management, and the impact of these practices on the organization's success. The report uses various academic sources to support its analysis.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation ................................................................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection .................5
LO 2.................................................................................................................................................8
P3 Benefits of HRM practices in Dyson for both employer and employee-..............................8
P4 Effectiveness of different HRM practices in terms of raising Dyson's profit and
productivity-..............................................................................................................................11
LO 3...............................................................................................................................................13
P5 Importance of employee relations in respect to HRM decision making..............................13
P6 Employment legislation& its impact on HRM decisions....................................................15
LO 4...............................................................................................................................................16
P7. Application of HRM practices in Dyson Ltd......................................................................16
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
Human Resource is a management function that is concerned with recruitment, selection
and training of employees into the organisation. It is simply associated with selecting right
people at right job at right time (Noe and et.al., 2015). HRM is an essential function as it deals
with manpower. It selects the people who will build the company. Advertisements, Referrals,
campus recruitment, employee exchange programs are some frequently used methods for
recruiting employees. Dyson Ltd, founded in 1991 by Sir James Dyson is a British Multi
national company that produces highly advanced household appliances like vacuum cleaners,
hair dryers, heaters, blade less fans and air cleaners. The company recently decided to move its
Headquarters to Singapore where it will also manufacture electric vehicles.
Report will explain purpose and function of different HRM practices. It will Describe
strength and weakness of recruitment and selection process of business. Furthermore, study will
highlight benefit of different HRM practices for employer and employees both. It will define the
application of recruitment practices in context to Dyson Ltd.
LO 1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing an
organisation
Human Resource Management is the core part of the organization without this the
company cannot achieve the organizational objectives. The main purpose of HRM to achieve the
organizational objectives in an effective and efficient manner through the process of planning,
selecting the employees , recruiting, training and developing, performance measuring. HRM
plays a very important role for the success of the employees by motivating the employees,by
maintaining good relation among employees, by coordinating the work and increasing the
welfare of the organization as per the labour law in order to achieve the organizational
objectives as well as to achieve growth for the organization in the best possible manner (Van
Berkel and et.al., 2017).
Functions of the organization
 Human resource planning:- it is the core part of the business as it includes the process
through which the HR management analyses the selection of the right employees at the
appropriate place. HRM is a consistent process which goes on in every organization.
Dyson company uses the best human resource management planning through which the

company analyses the future uncertainty by forecasting the demand as well as to organize
best programmes for training and developing the employees.
 Maintaining employee relations :- HRM plays a very important role in managing
relations among employees in which the employee relation officers help the individual
employees in solving the questions, problems, conflicts which arises while working in the
organization. Dyson company maintains a very strong and healthy relations among
employees by solving the problems of the employees, by providing homely environment
where employees can easily and comfortably communicate with each other (Furtmueller
and et.al., 2011).
 Compensation and benefits:- HRM helps the organisation by properly managing the
expenses and performance of the employees as well as for the organisation by setting the
best standards for the employees. Dyson uses the best standards for the employees by
giving the benefits and rewards to the employees according to the performance of the
employees in order to achieve the best and well managed organisational objectives.
 Performance management:-HRM helps in managing the performance of the
management as well as for the employees by setting the best and effective standards for
the employees performance. Dyson follows the best performance standards in order to
achieve the objectives of the company in which the managers analyses the employees
contribution to the organization as well as monitoring the employees objectives with
performance. And also helps the organization in the decision making also, by providing
the employees promotions, compensations and rewards (Shih and et.al., 2005.).
 Training and development:- It is a very important function of HRM that provides
provides training to the current as well as to the new employees. HRM also develops
and enhances the employees skills, knowledge, experience in order to contribute
effectively and efficiently to the organizational objectives. Dyson applies best training
and development practises on the employees which helps the employees in growth and
development for the future. Dyson organizes various training and development
programmes to prepare and train the employees for taking high responsibilities in the
future and also to develop skills, knowledge and overall personality according to the the
technological up gradation in order to achieve the organisational objectives effectively

which results to overall management, growth and success of the organisation (Edgar and
Geare, 2005).
 Recruitment and selection:- It is the very important function of HRM as it recruits or
hires the best candidates as per the received applications and recruits according to the
objective of the organisation. There are different sources of recruitment through which
the candidates are recruited that are internal and external sources of recruitment in order
to select capable candidates which will result to reduced cost, time in order to achieve the
short term and long term objectives of the organisation.
 Maintaining good working conditions:- HRM plays a very important role in
maintaining good working conditions among employees . It is the duty of the HRM to
provide good working environment as well as to motivate the employees so that the
employees feel comfortable in the environment in order to increase the employees
welfare. The HRM should provide the proper management system for every departments
which will result to job satisfaction among employees.
 Orientation:- this is the primary step taken by the organisations to introduce the new
employee with the rest of the company to make him familiar with the environment in
which the employee will work. This program contains letting the employees know about
the company goals and objectives as well as to know about their duties and
responsibilities, their job roles and their relationship with superior subordinate and peer
members (Saks and Gruman, 2017).
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment
The term recruitment refers to identifying the employees from the applications arrived
according to the need and requirements of the organization. The process of recruiting the
individuals to apply for the particular post that have two ways that is internal recruitment as well
as external recruitment.
(a) Internal recruitment:- This source of recruitment refers to recruiting or hiring the
applicants who are currently working within the organization itself. There are certain sources of
internal recruitment such as transfer of the employees, promotions of the employees and
referrals.

Dyson is adopting the promotion as a source of internal recruitment in which the company
promotes the current employees to the higher levels as per the performance and vacancies in the
organization (Li and et.al., 2018). The responsibilities increases for the employees as per the
promotions. This source of internal recruitment which is adopted by Dyson have advantages and
disadvantages both:-
ADVANTAGES DISADVANTAGES
 No need for any training programmes.
 Cost of recruiting will be less.
 It helps in encouraging morale of the
employees.
 Risk is less.
 This may cause internal problems and
conflicts among employees.
 Opportunity is less.
 Choices are limited among the
employees.
 Costly.
 It is a more time taking process.
(b) External recruitment:- This source of recruitment refers to recruiting or seeking those
employees which is outside the organization. There are various sources of external recruitment
such as:- advertisements, campus recruitments, magazines, newspapers etc.
Dyson is adopting the advertisements as a source of external recruitment for recruiting the
applicants by giving ads. This source of external recruitment have advantages and disadvantages
both:-
ADVANTAGES DISADVANTAGES
 Will help Dyson by increasing the
number of applicants.
 Will benefit Dyson in motivating the
current employees.
 Getting new ideas.
 Very costly.
 Affects the current employee's morale.
 It consumes more time to give
advertisements to the recruiters.
 Recruits candidates with limited

 It will benefit Dyson with increased.
Competition.
understanding.
Selection
The term selection refers to selecting the suitable candidate according to the position in the
organization and placing them at the right place. There is a process of selecting the employees in
which the best candidate is selected in accordance with the job is by taking preliminary
interview, receiving applications, screening of the applications, test of the employees, checking
references, medical test and then at last final selection of the employees. Through the above tesr
the manager analyses the persons strengths and weaknesses and know their capabilities and
confidence for future. After the recruitment process, another step is selection where the company
select the candidates who have recruited through interviews, emails or advertisements. The
selection process is long process where candidates are selected based on their qualification and
skills (Cascio, 2015). It is a very complex process as it includes number of rounds before making
to the final selection. Dyson company conduct number of tests for the recruited candidates such
as interpersonal skills test, mathematical and reasoning test, technical tests etc. Dyson have its
own recruitment and selection process which includes the following:
Preliminary interview- In this process the candidates who are unfit to work within the
organization are eliminated and leaves the company with the group of potential candidates.
Receiving application – This application gives the details like bio-data, work experience etc.
about the candidates who have sent their application to the organization.
Dyson after collecting the application of different candidates, it shortlists the main
application which are relevant for their job profile. After the short-listing of application, they
conduct various tests like employment tests which check their talents and skills such as
intelligence tests, personality tests etc. After this step, they conduct interview which is done to
check the suitability of the candidate and give the candidate details about their work profile (Noe
and et.al., 2015). Then after this step they conduct medical examination which tells us about the
physical and mental health of the candidate to perform their duties in the job. At last the
candidate is finally selected with the appointment letter which includes working hours, salary,
leaves etc.

This process adopted by Dyson and have both advantages and disadvantages:-
Advantages Disadvantages
 Face to face interaction is done.
 Can determine the capabilities and
skills.
 Effective cost.
 Less risky.
 Evaluations are made in the subjective
basis.
 Less reliability
 Very costly
 Time consuming process
LO 2
P3 Benefits of HRM practices in Dyson for both employer and employee-
Basis Employee Employer
Training and Development  Training and
development sessions are
extremely important
especially in a
Manufacturing company
like Dyson. It not only
enhances their skills and
knowledge but also gives
them better
understanding about the
working criteria in
Dyson (Cascio, 2015)
 Training and
development at Dyson
helps in overall
development of an
individual as he gets to
learn a lot of new things
and also he gets to
 The overall direct
benefit of training
employees is to the
company and its
employers.
 Training and
development of
employees at Dyson
reduces the cost of
company and increases
the productivity. Also,
it reduces the errors
and mistakes once the
employee gets trained.
 Dyson's efficient
training policies has
helped in reducing the
employee turnover rate
and has also been

execute his own skills in
the best possible manner.
Training and development at
Dyson Industries is done with
the objective to build future
leaders and the company's
human resource aims at overall
growth and development of an
individual who is a part of the
company.
successful enough to
incubate the feeling of
trust and loyalty within
the newbies and
employees

Flexible working options  At Dyson, the employers
focus on getting the work
done with effectiveness
and efficiency.
Therefore, employees
comfort and flexibility is
their first and foremost
priority. Hence, they
allow employees to work
from home or do
overtime and take the
next day off (Li and
et.al., 2018).
 The flexible working
conditions also allow
employees to work stress
free and with full focus.
 Flexible working
conditions have
increased employee
engagement in Dyson
as the employees have
become more
comfortable and
familiar with the
working conditions.
 It minimizes absent ism
as well as reduces work
delays because now the
employees have a
social duty to work for
the organization on
time because the
company offers a lot to
its employees.
Performance management
and feedback
 Dyson's human resource
management makes sure
to monitor the
performance of
employees incessantly
and further it allows
employees to improve
themselves and also
gives them a sense of
recognition and boosts
their confidence.
 Performance
management is the
most important thing
that affects the
employers as well as
the company. It gives
a summary of
performance of
employees and allows
the employers to take
necessary actions based
on their performance

 Performance
management has always
helped the employees at
Dyson to understand
their true position and
where they stand . This
has also lead to overall
development of an
individual.
(Van Berkel and et.al.,
2017)
 The employers also get
an estimate idea of the
strengths and
weaknesses of
employees and this
allows them to identify
ways to convert their
weakness into strength.
Rewards Rewards can be monetary or
non-monetary. Dyson provides it
employees with both kinds of
rewards. The ultimate thing that
any employee wants is to get
recognized and appreciated.
Dyson does that providing
incentives, bonus, increment,
gifts, trophies and other
psychological things that
ultimately gives confidence to an
employee and it motivates them
to work even harder (Human
Resource Management (HRM):
Definition & Functions, 2019).
The rewards and promotion
scheme at Dyson not only
helps in better employee
retention but also attracts new
blood into the company.
Rewards inspires employees
and motivates them to work
for the betterment of company.
This directly benefits the
employers and top level
management of the company,
Hence, it is safe to say that
giving 'rewards' is a win-win
situation for both employers
and employees.
P4 Effectiveness of different HRM practices in terms of raising Dyson's profit and productivity-
1. Setting the goals and objectives- The human resource at Dyson aims at setting goals and
objectives that are achievable. The company sets S.M.A.R.T. Goals which is an
abbreviation for smart, measurable, attainable, reliable and time bound. This is beneficial

for both employees and employers as both now have a clear understanding of company's
targets and what it wants to achieve (Saks and Gruman, 2017).
2. Promoting Team work- Team work makes the dream work, the sentence speaks for itself
because individual working is great but unless there is a team that co-ordinates and co-
operates with each other at every step, it is very difficult to achieve the set targets
effectively and efficiently. At Dyson, the Human Resource promotes it by saying, a team
that works together, wins together.
3. Working environment- Dyson Ltd. has always promoted smooth and comfortable
working environment where employees have the ability to express themselves by
communicating their dilemma, doubt, problem to the employer. This has created a
friendly environment and work culture where an employee does not have to be nervous,
cautious about anything. Previous employees at Dyson have also stated the fact that the
company always promoted learning opportunities and aimed towards improving
relationship with clients (Furtmueller and et.al., 2011).
4. Open Communication- Promoting open and direct communication has always been a key
factor for increasing profitability and productivity of Dyson. As explained, the company's
human resource department is always open and available to listen and answer employees
query. The company also promotes honest and open conversations so that everyone in the
company is on the same page and there is an environment of trust and reliability within
the organisation.
5. Training and development- Being a manufacturing company, training and development
has always been a vital component of Dyson Ltd. The company focuses not only on
technical development but on overall development of employees. This includes
sharpening their skills, increasing their knowledge and also making them learn how the
company operates and works (Keep and James, 2010).
6. Employee performance management and monitoring- Performance management is an
essential tool not just for Dyson Ltd. but for every industry. Dyson Ltd. aims at managing
employee performance timely. It also manages product performance. If any deviations
are found while monitoring, then the company takes corrective actions by giving
feedback to the employees. Thus, it is useful for both employee and the employer as
management of performance and continuous monitoring helps employee to improve