Human Resource Plan for HUAWEI Company

Human resource planning is an ongoing, methodical process that the business uses to achieve the best possible utilization of its most valuable assets, such as the caliber of its personnel. The planning, in most cases, ensures the best fit between employees and job while the organization avoids manpower surplus or shortage. More importantly, it helps the company maintain a steady supply of skilled employees. In most cases, the organization uses the process to evaluate its needs and plan to meet those needs. Therefore, HR planning is the backbone of its growth and maintaining profitability for any organization that needs to remain profitable in the current competitive market. For instance, Huawei has been steadily expanding in terms of employee enrolment, profitability, and performance, established more than three decades ago by Engineer Ren Zhengfei. Moreover, since the company's establishment, its business has been producing mobile switches, which it could maintain the lead in the market. With the above highlights, examining the company's HR plan, including employee selection, retention, and motivation, is essential to ensure it remains competitive in the market. In fact, having a good HR plan is essential to the organization because it helps HR managers to how many people the company needs to hire and the skills they should possess. Therefore, this paper addresses how strategic human resource management can contribute to the organization achieving its objectives and goals in the market.

Task 1: Important of Strategic Human Resources to Achievement of Organization Objectives

Strategic human resource management is essential for any business that wants to stay competitive in the market. The primary principle of strategic human resources management is to improve business performance and uphold a culture that inspires innovation, thus gaining a competitive advantage. It is clear that with strategic human resources management, the organization, through HR management, can build a significant link between the most valuable asset the company needs and the strategic direction it needs to take to remain profitable in the market. The current 21st-century business environment has been characterized by high competition to the extent of numerous companies calling for upgraded HR strategies to ensure that they remain operational in the market. Huawei is one of the companies in the current century whose industry is facing stiff rivalry. For example, since the company's establishment in 1987, it has been recording tremendous progress with positive returns on investment (Cooke 1839). But the country's business culture has contributed to the company's significant growth in the market. In 2014, in particular, Huawei realized that about 6 billion American dollars of its revenues came from its overseas business. It is fundamental for that profitability that the organization uses its strategic human resource to ensure that it records positive returns in the market. From the analysis of the Huawei company, it is clear that for successful business outcomes, there is a need to embrace strategic human resources management because it encompasses traditional human resources functions of hiring, recruiting, and interviewing employees. The most crucial fact about strategic human resources is that it works with the overall organizational strategy to achieve success. Using strategic human resource management allows the company to connect the employees with its organizational goals. Given the increased competition in the market today, corporations like my company have to use strategic human resource management to get the right people in place. Using strategic HR management, the company can assess its goals and take essential steps to get the right people that will enable it to remain competitive advantage. In many ways, strategic HR management can deliver a significant competitive advantage to Huawei company. This is because the strategy always demands driven recruitment, high employee motivation, a strong leadership team, and a gender-balanced workplace, which, when combined, create an organization that is ready to embrace change.

It is clear that in the current world, Huawei is witnessing substantial changes that are purely linked to the rapid transformation in the telecommunication sector. Various companies operating in the same industry as Huawei are facing stiff competition, making it essential to embrace strategic human resource management. In order to remain in the market, Huawei has to put measures in place to support its continued functionality and competitiveness. To achieve these goals, Huawei has embraced strategic human resource management, which has helped it set criteria that ensure only HR in the company hires competent and diverse employees. But this is done by HR after taking the initiative of knowing if they recruited the employees to have the capabilities to take the company to the next level. Strategic human resource management is essential to most companies because it helps improve business performance and uphold a culture that inspires innovation. The objective of most organizations like Huawei is met by HR because it is a department that compels inspiration and amazing usage of workers. Although Huawei has been recording significant growth for the past four years, it is still evident that by using strategic human resource management, it can expand its business and realize high profits. For example, the company has significant room to access untapped strategic market move that HR has to do thorough research to hire a workforce that will help meet the desired market goal and objective of the company.

Huawei needs strategic HRM to be competitive in the market. This is because strategic HRM purposely helps to provide the company with a framework that links people management and development practices to long-term business goals and outcomes. Apart from helping the organization achieve its long-term goals, the strategy also informs the company of other strategies such as rewards or performance and determines how it can be integrated into the overall business strategy. According to the view of different scholars, strategic HRM is a connection between a company's human resources and its objectives and goals (Sawyer n.p). For instance, given that Huawei company is telecommunication sector and the rate of competition is high, the company's HR can embrace strategic HRM as that will allow it to remain competitive and meet its desires in the market. However, strategic HRM requires HR to play a significant role as a strategic partner when the organization's policies are developed and implemented if it is to be effective (Ogedegbe 19). Strategic HRM's main goal is to ensure that the company's human resources contribute to positive market growth. Therefore, for the company to develop and retain employees that can help it meet its need, HR personnel must adopt strategic HRM.

The human resource department of any organization is associated with various practices such as training and development, retention, and recognition. Most companies will likely succeed when all their teams work towards the same objectives. For instance, in the current market, Huawei is in fierce competition with other enterprises in the market. Thus, as a great company, it is essential to use strategic human resource management to maintain its market value and competition. Although the excellent human resource of Huawei company has satisfied employees with the organization's current situation, it has been contributed by strategic human resource management. From the analysis of the strategic HRM, it is clear that it helped to align the organization's practice by improving employee performance. Therefore, it can be argued that SHRM is essential for Huawei because it can help HR of the company hire employees with effective skills, thus boosting organizational production (Schuler & Jackson 36). Also, from the analysis of SHRM, it is fundamental that it helped the organization optimize the deployment of people it requires to meet strategic business objectives and respond effectively to market and general environment changes. For instance, the profitability and competency of Huawei in the market are determined by how strategical HR personnel manages the employees' training and recruitment. Therefore, it is true that SHRM plays a crucial role in developing organizational productivity. For Huawei to continue maintaining its brand reputation and market competitiveness, it is necessary to embrace SHRM because it helps improve the company's competitive advantage and introduces appropriate and relevant business plans.

Task 2: Develop Human Resource Plans for Organization

It is fundamental that Huawei is one of the companies whose industries face stiff rivalry in the market. Since the company's establishment has been recording positive progress in the market, the host country's business culture has contributed. It has been indicated from the company's progress that the Chinese government helped shape its business and operating environment. But despite an excellent human resources plan established by the company, there are worrying issues that have depicted Huawei's human resource department failing its mandate to ensure a first-class business image. For example, consumers across the world have continued to view Huawei products as of low quality because of its country of origin and pricing strategies (Wu et al. 2020). Although the issue resulted from one company in China, it tainted the public image of the county's companies affecting all manufacturing organizations based in the country. The factor of poor quality affected Huawei even though the company had invested heavily in the quality of its commodities. Due to this result, the company's HR decided to come up with the plan to prove to other countries, such as the U.S, that all items it produces and supplies are superior. Indeed, from the factors, it is clear that the company needed to underpin human resource planning so that to ensure that products supplied by the company meet the required quality threshold.

Based on the definition, human resources requirement is mostly concerned with specific attributes needed by people who perform the project's work. For instance, Huawei company has the human resources requirement of ensuring enough staffing in the company to meet the market demand and build on employee relations to reduce turnover. From the HR requirement, it is clear that the organization's HR plan needs to achieve the objective of bringing digital to every home and person and making the world fully. Given the situation of the organization, what is needed is to ensure that there is an effective plan by the organization to increase its staff by increasing the employees. HR should review its current environment to ensure it has enough staff, thus doing its business well. In this case, human resources should conduct a detailed internal and external scan of their current resources and environment. Now that the organization understands where its business wants to go compared to where it currently is, it needs to enhance employee relations.

The human resource plan is an essential factor in the current organization because it is seen as an attempt to balance employee demand with the numbers available. The plan is vital in ensuring that the company achieves its market objectives. For instance, it helps the individual within the organization to improve and utilize their abilities and potentially available to the maximum possible extent. Also, from the analysis of Huawei company, it is clear that the plan helps achieve the organization's desired economy and social advancement. More importantly, it is an essential factor because it helps determine HR needs in an organization, thus indicating that the absence of such a plan would make it difficult for the company in a competitive market like Huawei to achieve its objectives and goals.

Task 3: Relate and apply HR policy requirements in an organization

From the analysis of Huawei company, it has been indicated that a good HR plan with good policies made it possible for the company to improve its employee retention rate by enhancing its advancement opportunities. The HR policies are essential for the organization because they ensure every employee of Huawei has looked after. For instance, the HR policy of Huawei needs each company worker to benefit from the organization's mortgage to ensure they enjoy their outside job (Schuler & Jackson 42). More importantly, the policies ensured that the company made their respect and proper benefits available to workers. It is also evident from Huawei company that the policies help address employees' problems and grievances and outline how to solve them appropriately.

The most fundamental thing is that human resource policies should comply with all employment, relevant legislation, and safety applicable to the organization's jurisdiction. For instance, Huawei is a leading global information and communication technology provider. Being one of the successful organizations in the market, the company has ensured that human resources policies comply with the legal regulation, which has helped to reduce the amount of intimidation within the company (Schuler & Jackson 49). In addition, it is clear that the regulatory requirement also helps to ensure that the company's HR policies protect employees' welfare and interest in the workplace.

Task 4: HR management in Selected Organization

Organizational structure refers to the effective placement of employees within a business required to meet the strategic goals. It is clear that organizational structure is vital to structure within the company because it helps my company to lay out and defines priorities that need to be taken by the HR management to boost its growth. An effective organizational structure helps to develop a foundation for positive impacts on the business. Since it is created to attract and keep high-performing individuals by establishing roles that utilize their highest abilities and growth, it fits with company culture (Ogedegbe 22). For instance, Huawei, the company adopted a hybrid organizational structure which has helped the company manage HR. By selecting the best candidates for each role and fostering their development within the workplace, the company's HR team makes sure they contribute to maintaining a successful organizational structure. Therefore, to best help Huawei perpetuate its organizational structure, the HR team must have its organizational structure.

Organizational culture is important to the business because it contributes to opportunities and a broad framework for developing ethically-driven human resources management abilities. Given the significant opportunities and challenges to company managers and decision-makers, it is clear that organizational culture is predominantly dynamic, which helps the company to achieve its objectives. Looking at different scholars' views, it is clear that the impact of organizational culture on human resources management has been vast. For instance, organizational culture can help to provide opportunity and a broad frame for the development of HR management skills in an organization. This indicates that Huawei can manage the human resource by embedding ethical values in its culture. With the organizational culture, the company can cope with continuous changes and fulfill the organization's demands to gain competitive success in the market. In fact, from the analysis of Huawei company, it is apparent that organizational culture can act as a motivational tool to make human resource management perform smoothly and ensure success in all accomplishments. Therefore, I can conclude that an organizational culture is a tool for maintaining human resource management because it accelerates them towards organizational objectives and goals.

Human resource management is a vital element in the company because it is concerned with motivating, maintaining good employer-employee relationships, and staffing. For instance, Huawei is a company in the telecommunication sector, an indication that the HR management of the company hires the employees based on the level of their experience in various fields. But the fact is HR management plays a vital role in the organization's monitoring. The effectiveness of HR management can be monitored based on the labor turnover of the company (Aasi & Rusu 2017). HR management needs to minimize employee turnover by ensuring that all existing vacancies are filled. Excessive labor turnover will indicate the failure of HR management; on the other hand, lower turnover will reflect the success of the management. Another effectiveness of HRM can be monitored through industrial relations and employees' adherence to policies.

Having analyzed the success of Huawei company in the telecommunication sector, it is true that HRM is one of the crucial factors in improving a firm's performance. This is because an organization with successful HRM like Huawei develops an efficient recruiting process and enhances the company's overall productivity (Abdoulaye 18). Although most companies, including Huawei, know the importance of HRM, it does not know how to measure its effectiveness and improve its effectiveness. For instance, it is essential to reflect on deficiencies after an organization has measured its effectiveness and tried implementing new strategies to improve HR performance. In addition, creating a successful training program is a crucial step that must be taken to increase the HRM effectiveness in a company. Also, I recommend that the HRM provide more regular feedback to employees as that will help improve the effectiveness of HRM of the firm.

Conclusion

Based on my analysis, it is clear that human resources are essential in the organization's growth because through them, the company can align its practice and improve employee performance. From the expositions made in this paper, it is apparent that Huawei has been able to maintain positive performance for the past few years. Despite some failures that have affected the company's HR team, the department has been at the forefront of developing an effective plan to enable it to remain remarkable in its performance by ensuring that workers get the necessary motivation that promotes their performance. Also, from the analysis of my company, it is clear that management has been facing problems regarding bans, security, and the perception that the company products are not meeting quality standards. Although these factors were not evidence-based, the company decided to resolve them to maintain its market progress. For instance, for Huawei to win more consumers in the United States market, it needed to ensure that it produces high-end mobile phones because the market is linked to the production and supply of superior products (Wang, Dan & Yang 2017). More importantly, it has been indicated from the company's progress that assessment into HR of the company helps it to recognize barriers and implement a plan of action to capitalize on opportunities, thus effectively dealing with threats. It has also been evident from the company's progress in the market that using SHRM helps it improve its performance. Other research has indicated appropriate human resource plan is essential because it makes the employees feel satisfied, motivated, and more engaged, thus boosting the organization's performance.

References

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Ogedegbe, Rukevwe Juliet. "Achieving organizational objectives through human resource management practices." European Journal of Business and Management 6.16 (2014): 18-22.

Sawyer, K. "7 Steps to Strategic Human Resource Management." (2019).

Schuler, Randall, and Susan E. Jackson. "Human resource management and organizational effectiveness: yesterday and today." Journal of Organizational Effectiveness: People and Performance 1.1 (2014): 35-55.

Wang, Dan, and Shijun Yang. "Impact of organizational structure and HRM on organizational performance." 2007 IEEE International Engineering Management Conference. IEEE, 2017.

Wu, Xingze, et al. "Research on Three Pillars of Human Resources Management-Taking Huawei as an example." 2020 International Conference on Advanced Education, Management and Information Technology (AEMIT 2020). Atlantis Press, 2020.