Analysis of Tesla's HR Policies and Corporate Alignment

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HRMT20026: ASSESSMENT 2 - INDIVIDUAL ESSAY
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Table of Contents
Introduction......................................................................................................................................3
Conclusion.......................................................................................................................................5
References........................................................................................................................................5
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Introduction
Tesla Incorporation is American energy and an automotive company that specializes in electric
car manufacturing. The business is also undertaken in the areas of solar panel manufacturing
through its Solar City Subsidiary. The business is operating in a strategic and contemporary
environment where it is crucial to develop and manage the human resources in an effective
manner. As Tesla operates in multiple production and assembly plants it is required for the
business to evolve dynamic human resource strategies to support effective business operations.
The essay will focus on studying how HR strategies are embedded in broader corporate
strategies. It will also develop for determining how these strategies are implemented in the
different department of the business. Further, the essay will contribute to the research to analyze
how different HR challenges faced by Tesla shaped for the development and restricting for the
current human resource management and strategies.
According to the thoughts of Kaiser, et. al., (2015), the human resources in any industry and
domain of the economy are considered as the backbone and one of the most contributory
resources. It is crucial to sustain and develop in the dynamic business environment to foster for
integration between the human resources strategies with the corporate strategies of the business.
It is crucial to align the HR strategies with the corporate strategy as the human resources are
considered as the building blocks for an organization. The corporate strategies are developed in
order to achieve the organizational aims and objectives in a successful and effective manner.
The human resources are driving forces that create opportunities to accomplish these goals
through the execution of policies and corporate strategies. The corporate strategies must be
aligned with the HR strategies to successfully and effectively accomplish the business aims and
objectives. The business organizations require aligning the strategies as per the maps developed
for business execution and operations (Kaiser, et. al., 2015).
As per the views of Analoui (2017), human resources are the drivers and the moving forces in an
organization that is involved in the process of tackling issues, developing business operations,
settling the business procedures and systems, etc. The corporate strategies are aimed at
undertaking business and influencing the external environment to support and enhance the
business and its growth. These policies and strategies are only effective when human resources
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and their requirements are strategically aligned and developed. It has been observed that
ineffective integration of these strategies and policies leads towards turbulence in the active or
passive role of human resources (Analoui, 2017).
According to Shen & Benson (2016), human resources play a wider role in the business
operations and context in this dynamic and contemporary business environment. The human
resources strategies and their functions encompass areas of business management and potential
growth along with the notations of succession planning, performance measurement, and
employee development, etc. These areas of business are considered a crucial part of the
corporate strategies and require alignment with human resource strategies to sustain and develop
in an effective manner. The HR strategies are required to complement corporate strategies and
planning which increases the opportunities to accomplish overall business aims and objectives.
Alignment in these areas enables to focus towards broader areas of business growth,
development and looks towards the scope of expansion (Shen & Benson, 2016).
At Tesla, the human resource strategies are embedded into the broader corporate strategy with
the development of Modern Slavery Act and similar transparency policies. Tesla aims at
embedding the values and beliefs in the business operations, processes and policies which
directs for reflecting dignity and respect for the business and its members (Stone, et. al., 2015).
The business has developed strategic corporate planning and policies which is embedded into
the human resources policies and strategies in an effective manner. At Tesla, there are policies
for the suppliers and the intermediary business partner to commit ensuring of non-engagement
of a slave, child labor and human trafficking in the business processes and activities. It is the
corporate strategy of Tesla for zero tolerance towards the aspects of human trafficking and child
slavery. The business has developed corporate planning and strategy to eliminate the business
dealings and processes with suppliers indulged in any such activity.
As per the research of Mujtaba, et. al., (2018), the human resource policy at Tesla also indicates
alignment with corporate strategies and policies. The human and employees who are engaged in
direct or indirect employment with the business are governed and employed as per the local
jurisdiction and legal requirements. The human resource strategy is to comply with the local
laws and regulations relating to the wages and the management of human resources at the
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business. Tesla advocates for the employment that is voluntary and is barred from any act of
slavery or forced employment. Tesla maintains a Human Rights and Conflict Minerals Policy
which supports for the managing and adhering to the code of business conduct and ethics as per
the legal and corporate requirements. The human resource strategy is aligned with the corporate
strategy in a manner where no forced labor or child labor through the means of human
trafficking in practiced within and outside the boundaries of the operations and activities at
Tesla (Junkao, et. al., 2017). The employees and human resources at the business organization
are given with the freedom to terminate employment as per their requirements and will be
providing a statutory notice to the company as per the corporate strategy. In the HR planning
and strategy development, it is aimed at Tesla to incorporate for free and equitable
representation for the candidates to scout for the talent and human resource base for the
organization at all the levels of the departments. These are the strategies through which Tesla
has implemented the HR strategy in various main operations, subsidiaries and departments of
the business (Mujtaba, et. al., 2018).
According to Song & Zen (2016), the automotive and energy generation industry, one of the
prominent challenges faced is talent acquisition and management. Tesla has observed severe
issues and challenges in managing the talent base and acquiring a similar talent base for business
growth and development. The business operations and practices at Tesla require for skills and a
knowledge base which sustains the pressure of dynamic changes and evolution (Song & Zen,
2016).
As per Sekiguchi, et. al., (2015), the human resources are required to constantly develop and
acquire certain technical skills and aspects which aids in developing the business through an
innovative approach. Tesla requires retaining the current talent base in order to ship for
sustainable and long term operations of the business. Therefore the human resource policies and
strategies at Tesla have developed for the aspects of succession planning. The workforce is
managed and administrated where there is individual available to take up the senior level
management positions. The employees at Tesla are trained and educated to work and develop in
an effective manner which supports effective and dynamic succession planning (Sekiguchi, et.
al., 2015).
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According to Reiche, et. al., (2016), human resource strategy and policy at Tesla have been
altered and modified to deal and manage with the issue of workforce diversity and flexible work
arrangements. The business has constantly focused on developing a highly integrative and
dynamic workforce which represents different cultures throughout the globe. This aids in
representing the business in the global market as a competitive and dynamic workforce
organization. Tesla works towards modifying the work arrangements and the strategies as per
the needs and requirements of the workforce in order to manage and evolve effectively (Reiche,
et. al., 2016).
As per Brewster, et. al., (2016 human resource policies support for aiding and guiding the
employees and their immediate families in a financial and nonfinancial manner. The workforce
is aided to manage and support their personal aims and objectives as a flexible working
arrangement has resorted. One such approach is supporting the educational facilities for the
employees. Tesla supports employees pursuing education and working at the same time by
providing them a certain amount of education allowance and developing flexible work
arrangement and possibilities. The employees are allowed for part-time work and occasional
employment at Tesla subsidiaries. The business also provides with internship and training
facilities to the employees to support career development and skill enhancement of the
employees working at Tesla. These are some of the examples that illustrate how Tesla has
evolved and developed its human resource strategies and policies over time to support the
managing and regulating the dynamic human resource challenges faced by the business
(Brewster, et. al., 2016).
Conclusion
It can be concluded from the above discussions and observations that it is necessary for the
dynamic and contemporary business organizations to align the human resource policies with the
corporate policies. This alignment between the two strategies provides the opportunities to
accomplish the business goals and objectives in a systematic and effective manner. It has been
observed that Tesla has developed strategic and dynamic human resource policies which
complement and accommodates for the corporate strategies (Shamim, et. al., 2016). The human
resource policies have been altered and modified in the business operations and functions that
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have supported the development of the human resources and overcoming the dynamic human
resource issues at Tesla. Therefore it can be stated it is evident from the discussions that
regulating and aligning the human resource policies aids in structuring strategic human resource
management.
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References
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 Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource
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 Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible
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