Report: Human Capital Management Analysis of Intel Corporation

This report provides a comprehensive analysis of human capital management (HCM) at Intel Corporation. It begins with an executive summary and introduction, outlining the importance of HCM in a competitive market and its impact on company development. The report then delves into the core aspects of Intel's HCM, including an overview of the company and an examination of David Ulrich's HCM model, highlighting the roles of employee champion, administrative expert, change agent, and strategic partner. The main body of the report discusses the challenges Intel faces in HCM, such as recruitment, training and development, change management, leadership, and employee retention. It also explores relevant frameworks like the Harvard framework for HRM and the HR value chain. The report further analyzes the major elements of effective HCM within Intel, followed by an assessment of the company's current status. Finally, it offers recommendations for improvement and concludes with a summary of key findings, emphasizing the importance of strategic HCM for Intel's continued success.

Managing Human Capital

Executive summary
Human resource management is system is all about the training and hiring the employees
according t their skills and abilities which is majorly contributing the company in higher level of
development in order to gain competitive advantages in market. The company Intel corporation
is the multinational organization of information technology. Intended to be identified as the
world second largest and values semiconductor chip manufacture based on revenue. The
company have increased the level of challenges as there is level of effecting the business which
is impacting decision-making of company to more level of prospective for development. The
existence of corporates culture have the providence of working together along with taking the
proper completion of directions. The talent management strategies helps in intensify the proper
level of strategy for talent management helps in order to have developmental in employees in
more of professional level.

Table of Contents
Executive summary..........................................................................................................................2
INTRODUCTION...........................................................................................................................5
MAIN BODY...................................................................................................................................5
TASK 1............................................................................................................................................5
1.1 Overview Of Company..........................................................................................................6
1.1 David Ulrich human capital management..............................................................................6
TASK 2............................................................................................................................................7
2.1 Challenges ............................................................................................................................8
2.1.1 Harvard framework for HRM...................................................................................9
2.2.2 the model 2 is the HR value chain advanced..........................................................10
TASK 3..........................................................................................................................................11
3.1 The major elements....................................................................................................12
TASK 4..........................................................................................................................................14
4.1 Current status.......................................................................................................................15
Recommendation...........................................................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human capital management is considered as important parts in order to develop
company in more specific manner in order to make business survive in competitive market for
future development of company. In management of human capital there are several levels of
responsibility that is needed to be developed and progress to make company more efficient and
progressive. There is proper level of responsibility of human capital management in making
efficient way to motivate employee to manage career by providing level of individuality on the
basis of their effectiveness of their goals and objectives. Intel corporation is a multinational
organization of information technology in the world and second largest semiconductor chip
manufacture based on revenue. This report have major discussion on human capital management
of Intel company along with application of various model. Human capital management is facing
various number of challenges whichever will be discussed with application of various model.
The company productivity is majorly effected with the culture of company to increase overall
profitability of their business and develop at large scale to develop their presence in market. At
last there will be discussion on Intel policy and procedure to develop the immanence of talent
management in structure which will help to gain over all productivity. The company Intel
Malaysia plays an important role in strategic formation as the regional and the centre at global
level with shared service of information technology, finance and the human resource's
management.
MAIN BODY
TASK 1
Employee are considered as the lifeline of company as it have the major level f
contribution in developing more level of productivity with effectiveness and efficiency.
Company have the development with immense contribution in ways of successful productivity
and development. In a company, employee are considered as the one who have the major
contribution with their hard work in order to have achievement of company goals and objectives
(Schneider and et.al., 2017). There is need for the particular level of motivation which is defined
in level of collective skills which will make efficient changes in their respective attributes and
knowledge which in further level last an integrals soul in order to have contribution of the
organizational productivity. It is the process as the process in defining the process of acquiring,
training, managing along with retaining which is the contribution in more effective process

which is in process of the company to have the proper level of up gradation of skills in order to
have the exaction the best out in the maintaining the proper level of human capital management
in company.
1.1 Overview Of Company
Intel corporation is the multinational organization of information technology which is
been identified as the world second largest and values semiconductor chip manufacture. The
company was establishes in the year 1972 as Intel corporation which has been invested more
than US$4 billion in the development in Malaysia with employing more than 9000 employees at
the present scenario. The Intel Malaysia is first and largest off shore in site which of the chains
group of Intel corporation. It has been developed as the most complex off shore site in the last 40
years. At the present rate Intel Malaysia is tended to have the major key competencies which
helps the major company in order to have the challenges at various level of platform. This has
the inclusion of Intel Corporation’s largest Assembly, Test and Manufacturing (ATM) facilities
contributing significantly to Intel Corporation’s high volume manufacturing. In addition to that
the company was successful to have building the strong credentials in ways of designing and
developing the major level of two designs which are such as the Intel Architecture Group: a Chip
Design Centre in Penang and a Board Design Centre in Kulim. As last the company Intel
Malaysia plays an important role in strategic formation as the regional and the centre at global
level with shared service of information technology, finance and the human resource's
management.
1.1 David Ulrich human capital management
David Ulrich was not an ordinary author but has been considered the father of human
resource's management which have well-deserved recognition of hum capital management in an
industry. The model give my father is one of successful model which is been suggested by many
practitioners in order to revamp the roles of HR and integrations of information technology to be
able to have transformation of everything to make in modern (Rokavec,, Horst and Hermeking,
201). The model has been developed about the role of HR, not amount department of human
resources' management. In the model there is defining the four important roles which as been
considered as key components of HR department; employee champion, administrative expert,
change agent and strategic partner. On the other hand the author argued that the employee
champion have the deliverances of compete and committed employees. In addition, the

administrative experts is having the responsibility of delivering the effective HR practises,
change agents make delivery of captivity in order to have change in behaviour of an individual
and organizational culture and the business resultant are been delivers by strategic partners.
Employee champion is having the responsibility in retaining employee interest and
security which is helping out in increasing the motivation of employees in order to have creation
of positive environment for employee to work with Intel. This helps in creating creativity and
leading to development of various sides which will helps company in order to gains the
competitive advantage against its competitors. They also take the initiative in order to have
improvement if morale and experience of employees with offering them proper training and
development which helps in identifying various level of opportunity which is existing in market
development.
Administration experts is role in HR who is responsible in order to take development of
various level of track. This can be such as end of spectrum, changes in legislation, regulation,
occupational health and safety rules and more into development of various implementation of
trad and labour law. This role in tends to have growth of human resource's information system in
order to have up gradation and motioning the information of employee with perfect
deconstructionist. It helps the company to adapts the Morden and paper fewer policies in ways of
sharing information and personnel files as the database management.
The next of discussion on change agents and the HR business partner (Noe. and et.al.,
2017). The former have the role to bring change sin structure and culture of company to have
enriching to have expansion of goal and objective of company developed this is of step inculcate
the next stage and growth and evaluation of organizing respective training to employees in order
have development of skill which are essential. On the other hand the latter one is about to
establishing proper communication and providing the feedback to internals and external
stakeholder of company. This also leads to have application of various recruitment and selection
process to makes proper in skilled employees for development of company.
TASK 2
The company have to realize the importance of HRM which this helps in providing the level of
empowerment for development of the human resources. The company tends to have the feeling
of greater level of stress in areas of employee welfare and social level of security which is been
identified to be increased by the post-retirement benefits like health insurance, provident fund,

pension, etc. the professional of HR are playing the important and vital role in ways of
promoting, appraising and the maintenance of human resource's management in order to have
meet to various level of challenges. The company have increased the level of challenges as there
is level of effecting the business which is impacting decision-making of company to more level
of prospective for development.
2.1 Challenges
The challenges which is been faced by company is developing the proper growth and
development is all about-
Recruitment- As the company tends to have the attraction per the career growth and the brand
name associated with commensalism on package. The major problem us the Intel is not able to
have the planning of career growth. Hence, the company tends to fail in providing better level of
job description. Intel corporation is facing these problems which creates barriers in managing
human capital in efficient manner. Recruitment is an important function of HR which need to be
followed very effectively and it can be made effective by using effective recruitment strategy and
policy.
Training and development- As per the growing pace of development in company in country of
analysis there is noticed a dynamic change in deals which is making the more level of challenges
to retain and meet exciting level of challenges (Niu, 2016,). The company majorly fails in
provident proper level of training and development which leads to be failure in developing
accompany foals and objectivists. It is stated that Intel corporation does not have skilled
workforce so it requires providing training to their employees for increasing their skills and
knowledge but due to lack of technical and trainer it faces problems in this function as well.
Change Management: Change management is the one of major challenges for personnel
managements as it's the foremost concern of company to move ahead by identifying the focus on
training may be needed to develop added competencies to deal with change management. There
are some different types of workers who resist changes and do not allow their manager to make
changes in its company. Due to changes they have to make changes in their policy, way of
working and behaviour by which they have to face some problems. So, it is the main problem
faced by Intel corporation.
Leadership management is termed as the strategic resource management which is having
requirement of critical initiatives. The professionals have to face the providence of essential

structure along with tools and points of view in order to have selection and development of the
future leaders in company. The culture of Intel corporation company is quite level of
supportability the performance and gaining the position in market which is equipped with
leadership available woylie whole time development.
Retention-
Hiring employee is not a bigger challenges rather than having proper retention n
developing the company. The professionalism are facing major these issue's just because of
contingent workforces and demand of expert employees. The professional faced the challenges
in properly maintaining them as they are less attached to be parts of Intel in order to have
resonation in longer term. After recruiting, Intel corporation face problem in retaining their
potential workers for the long run as there are several factors which affect and impacts their
retention. Ineffective working environment, low wages and other are some factors by which
employees tend to leave the company. This retention of employees directly impacts on the brand
image and reputation of the company. The next is demand of expertise has been increased with
having the greater professional technical knowledge. Such employee has been considered to be
invaluable assets in order to have maintenance of them.
The company should have the postulation of various model of theories which will be belonged
to have them the reactional of these proper in particular ways of development in order to have
achievement of company goals and objectives.
2.1.1 Harvard framework for HRM
The first model of HRM is Harvard framework for HRM is an HR model comprised
of six components (Marchington, 2015). Components are stakeholder interest, situational
factors, HRM policies, HRM outcomes and the long-term consequences. These also the
components have the relationship with each other as the model starts from left as stakeholder
interest which have inclusion of shareholders, management, employee groups, government and
there interest define the companies polices. In the same time situational refactors have the
influence of former interest which have inclusion of workforce characteristic. It is important for
Intel corporation to focus on all these components for accomplishing its pre-determined goals
and becoming the market leader in the semiconductor industry. Stakeholders engagement can be
improved by making and improving relationship with them by satisfying their needs and

demands. Situational factors also impacts on the performance and activities of the company so, it
is also important to analyse all factors in critic manner and changes policies accordingly. With
next to that the above two influence the existing HRM polices such as the core one of
recruitment, training and development with rewards system. The will developed HRM policies
leads to have better development of HRM outcomes\ which results as the increase in employee
retention, cost-effectiveness, commitment, and competence. The lasts one is all this
implacability’s lead to have long termed consequences art different level of organization,
individual and societal level.
(sources :Davis. and et.al., 2016.).
2.2.2 the model 2 is the HR value chain advanced
The model in seem as the HR value chasing having the two key difference as the
development of model (Körner and et.al., 2015.). Intel corporation company have to identify the
performance as per the defined balance score cared which is helping the company to have proper
evaluation on indication of from a financial perspective, a customer perspective, and a process
perspective. This helps in having proper level of integrations and the alignment which makes in
addition of the value in HR to business. With the help of using an effective model like balance
score card it can measure effectiveness of its activities and performance. By knowing its

effectiveness and weakness of some areas Intel corporation can manage human resources in its
business efficiently.
The next is that the model of the HR and number of enablers which are considered ass the
key element's foe development of business. This includes HR systems, budget, capable
professionals, and other key elements. These level of thinking helps in having proper level of
modification and operation in value chain in better operating way.
(source :Joniaková and Blštáková, 2015.)
TASK 3
The organizational culture is subjects is the defining the ways in which employees used
to have completion of task in order to have establishment of proper interaction with company.
The existence of corporates culture have the providence of working together along with taking
the proper completion of directions. It is considered as impact aspects as strong culture of
company build up ability to have development of compatibilities and level of competitiveness,
Intel wants to be achieved (Joniaková and Blštáková, 2015.). The culture used to have
representation of set values to be speed up the culture in different institutional order to have
developed of change in more effective manner. This has an important role in bringing together
employee who belongs to different culture which used to provide sense of responsibility and
identity in Intel. There is creation of differentiation between the employees along with generating
the commitment and speculation of the interest at personal level. There is the major impact of the
organisational culture is to look after the setting up the various standard along with rules which

makes the proper decision making and squirearchy working and development can be done in
more effective level.
There are various types of element or subculture which is impacting the organizational
performance in developed the various standard of rule and relegation which will make company
to have proper level of efficient and efficiency in growth of company (Ho. and Hensher,, 2016.).
The company tends to have proper intensification of various challenges in properly
understanding the establishment of relationship which is between among cultural differences,
communication behaviours, and organizational relationships both within and outside of the
organization. The manner of HR professional have the clear understanding in identifying the
current issues which is essential for operating the development and growth business.
3.1 The major elements
Paradigm- it's as all about the business along with it value, mission and vision which is
considered as the major thinking in attribution developmental of company. The company tends
to have developmental of strong values along with high performance of culture. The strong
culture helps in influencing stakeholders for easy process and strong competitive
advantageousness. On the other hand strong values oft core level focus on quality of products
that will be allowed to be pass through processing.
Practising company culture makes the improvement id performances which makes
employees to have achievements of work at individual level. The development of these sunset is
about improving morals in employees which will make elevated to achieve their potential
making. This also helps in retention of employees as the experience one are invaluable assets for
growth & prosperity. So, it can be said that organizational culture of Intel corporation plays an
important role as it works as a guidelines and framework for employees which guides them and
make them aware about what they have to do. There will be proper supportability in environment
which will make employee automagically to performer at there best level.
Organizational structure is considered as or flow which is prevailing in company
development. This has impacts of business as it tends to have proper sharing of knowledge
which is laid by development of sustainable structure. There is development of having the
efficient which seem to be invisible connection with utilization of Intel development.

Effective communication is foundation effective and efficient corporate culture to have strong
reactional between various departmental relationship (Guo., Su. and Ahlstrom, 2016). This
impact the business performance as the different level of company has open door communication
lets to have avoidance of conflict in order to have through increase in level of productivity and
development.
Organizational leadership is considered as important aspects in respects to support
culture. Leader plays in important role in developing the concomitant effective norms, belief and
values which helps the company to make proper strategic plans to achieve its aim and objective
for further level of development. On other and effective leadership helps in identifying execution
of negative elements which is directly or indigently impacts the development of business to Han
effective level. The manger of company also helps in making the development of ideas to have
proper level of specification. Leadership of Intel corporation is more effective which supports
employees and guide them that what they are required to do and how they can produce effective
work. This aspect helps them out in managing human resources and accomplish company's
goals.
Narrative- it all about the existence of the unique story that is considered to be
undefinable to have the shaping of to culture. When elements of the company’s narrative are
shared and retold over time, they become a significant part of the culture. This has the impacts
the business or performance of company in varsity of effective ways which can be such as the
celebration which helps in reminding the milestones and success which is important for
company. The annual general meeting which is making establishment of proper consecration of
new promoted employees sang way company folklore and legends.
At the ultimatum there are varsity of ways hock is helping out t have proper defining the
effectiveness oversimplification of organization to corporates culture (Gardner. and Tucci,
2018). This is having limitation formulation done by values and believes which is been droving
out the different level of behaviourist and attitude in involving various consideration of people..
The next is leadership style which helps in indemnifying various values and belief which will
helps company to have strategic formulation of different pals to have achievements of corporates
aim and objectives.