This essay revolves around the case study which is based on China’s electronic company Xiaomi who is building services in India(Muhammad, 2019). Xiaomi is one of the most popular and recognised organisations in the world. The organisation has spread its roots in different countries and it still expanding. This study will demonstrate the role of human resource consultant in the organisation. The study will identify three different types of business strategies and their association with human resource. This study also identifies the strategies adopted by Xiaomi and its impact on strategic human resource development. It also highlights a system approach to HRD and the HRD needs analysis. Apart from this, the study will also demonstrate the analysis strategies adopted by the organisation(Han, 2018). In the last, this study will also evaluate the effectiveness of HRD programs to a number of steps. At the end of the study adjusted favour conclusion is also added which will demonstrate all the findings of the study.
Building alignment between the business strategies is a significant subject that has been proposed very earlier by the researchers. The imbalance between the business strategies and HRM strategy will lead to a performance drop in the organisation. Therefore, it is important for the organisation to balance between these strategies and enhances the performance and accomplishes greater productivity in the organisation (Wanqiang, 2016). The three kinds of business strategy considered as plain strategy, corporate strategy, and competitive strategy. However, the HRM strategies are comprised of four key areas that include talent, planning, leadership, and performance culture. The business strategies are directly linked with HRM strategies. Thus, it is very important for the organisation to balance this strategy in order to accomplish predefined goals of the organisation. In order to attain a business strategy, the key areas of HRM strategies need to be accomplished in order to receive productive results. The key function of HRM strategies encompasses traditional functions of recruiting, interviewing, screening, and employing employees that fit better within the organisation. These employees help in the accomplishment of organizational goals which will be attained bybusiness strategies of the organisation. Therefore it is noted that HRM strategies are directly linked with business strategies.
Xiaomi is one of the most recognised and trusted organisations in China. This corporation is a Chinese electronic company which is founded in the year in April 2010.The organisation has released its first smartphone in the year 2011 in August (Glowik, 2016). The organisation has expanded its business in various countries such as China, India, South Korea, South East Asia etc. The organisation has focused on three different strategies that are associated with HRM strategies. The first strategy of the organisation is the manufacturing of premium Xiaomi smartphones and selling them at the lowest price. This strategy helps the organisation to find success in the market of China. However, the organisation follows the same strategy which later became the secret to winning over other markets.This strategy aids the organisation to expand its roots in India and now the organisation is one most popular smartphone selling firm. Many experts depict that the entry of the organisation in the smartphone market is very late but still organisation it set a benchmark in the competitive environment.
The second strategy attained by the organisation is Xiaomi system or internet services. The main function of this strategy is to support internet services and make it updated. The main aim of the organisation is to draw a path that gives access to internet services(Ortiz,Ren, Li & Zhang, 2019). According to the organisation, the growth rate states that smartphone sales are not so high as a comparison to internet services which aids the organisation to generate revenue from internet services. InternetServices of the organisation comprises of primary games, payments,and cloud storage and so on. The growth rate of the organisation is quite high and impressive as organisation attains immense profit from this strategy. The third strategy of the organisation is selling different electronic products such as trimmer’s, earphones, televisions, shoes, fitness bands, and many other products. This strategy deliversa diverse ecosystem which ultimately helps the organisation to deliver a wide range of services to the customers.
The growth rate of Xiaomi is remarkable and the organisation has set up the new definition at the international market. The organisation has expanded its roots in various countries. The key role in this success is the start-up's strategies created by the organisation(Lu, 2017). The organisation has grown its international operation significantly in the last 7 years. Now, the organisation had to adopt an aggressive recruitment and training strategy. Recruitment process plays an important role in the growth and development of the organisation. Effective recruitment leads to hiring talented employees that aids the organisation to accomplish all the predefined goals of the organisation. The person who is responsible for effective recruitment strategies is usually a talented acquisition manager.
Effective recruitment strategies are considered as a pivotal aspect of recruiting talented and highly skilled employees who will contribute to organisational growth. For Xiaomi, it is very important to recruit talented employees that are technically strong as well as innovative in the thought process. It will help the organisation to think beyond the walls and present innovative products to the customers. The recruitment program comprises of various rounds which check the compatibility of the candidate(Hyun, 2017). Openings are advertised through various mode of communication as the candidates will be selected as per their scorecards. Technical rounds, HR round, PI rounds are conducted to select the most compatible candidate. After this process training of the selected candidates is conducted.
Training is considered as an important part after the recruitment process because the training helps the candidate to analyse the role that needs to be performed by them. Human resource development is a set of systematic and plan activities that are designed by the organisation to provide skills that help employees to meet job demand(Ma, 2019). HRD is the process in the organisation that enhances the knowledge skills and capabilities of an individual that will be working organisation.
The system approach in HRD investigates different departments of HRD for defective designing and implementation of HRD system. It focuses on strategies from the initial level to the final level in order to accomplish the business goals and employee satisfaction. The first step in the systems approach is the HRD needs analysis (Hyun, 2017). The main purpose of the system approach is to reduce the manual workload in the Xiaomi administrative activities. This will enhance operation by electronically automate processes by introducing through the specialised human resource management system.
The HRD analysis is conducted by the organization through various steps. The analysis is considered as the foundation of identifying different types of HRD intervention that their effective efforts. These needs can be identified based on four levels of needs that include the need of the organisation, functional department needs, employee needs. However, Xiaomi emphasizes on the individual employee needs(Brodowsky, Schuster & Anderson, 2017). The organization will check the entire necessary documents link with Marketing stuffing production of the organisation. The record helps to identify the gaps in the organisation and then the organisation will work in order to fill those gaps. It is also important to include an HR plan and organisational strategic plan in HRD need analysis. However, the organisation follows the same strategy which later became the secret to winning over other markets. This strategy aids the organisation to expand its roots in India and now the organisation is one most popular smartphone selling firm.
Xiaomi will measure the effectiveness of HRD program through various steps. Effectiveness is considered as the degree to which training achieves its intended purpose. It also measures how well the desired goal is accomplished by the organisation. The organisation will evaluate the HRD program in 4 steps that include assessment, design, implementation, and evaluation. HRD evaluation is considered as the collection of descriptive and judgemental information which are essential to make effective training decisions, value, modification, of different in structural activities (Meng, Hang & Chen, 2019). In other words, the organisation analyse that the training is accomplishing the desired goals in the right way or not. The main purpose of this evaluation is to determine the Xiaomistrength and weakness of the organisation its cost-benefit ratio future participants and the gaps in the present HRD programs. However, this also helps reinforcingmajor points of gathering information related to the marketing training programs etc.
The organisation will adopt various models and framework in order to evaluate the HRD program. The organisation will adopt the most popular HRD framework that is the D.krikpatrick framework. This Framework includes force levels that are comprised of reaction learning job behaviour and results. The reaction here refers to the focus on trainees reaction important to acknowledge their point of you towards the program. In the learning area in which organisation will check that the train is learning or not over there learning. The next level is the job behaviour that refers to the learning process which satisfies the job requirement(Brodowsky, Schuster & Anderson, 2017). The last stage is the result which emphasizes on the in order to check the effectiveness organisation. There are various issues related to this framework as it is impossible for organisations to evaluate all the four stages. Most of the organisation focuses on post-training only. The organisation will use a different framework which identifies the reaction of trainees with respect to the training given by the organisation. The organisation also identifies their behavioural changes and their way of learning.
Data collection for HRD evaluation is conducted through various possible methods. However, the organisation will choose a question that is surveyed. This will lead to consuming less amount of time and cost-effective. Data used is the individual performance which includes individual knowledge and behaviour for example test scores, attendance, record, quality, attitude etc. Research Design is the expected result of the study, the method that is used for data collection,and how that will be analysed. Data is collected from questioner which will be evaluated and analysed through various cells in the organisation. However, this is also considered throughout the process which maintains the confidentiality of the participants and the standards followed by the organisation. The evaluation of training cost depends on two things that are cost-benefit analysis and cost-effective analysis(Brodowsky, Schuster & Anderson, 2017). The return on investment is calculated by dividing the result of the cost. HRD is an important part of the organisation and all the training must be contributed to the bottom line of the organisation. The gaps in the workplace will be identified in the program and work on those areas that need improvement and improvisation.
It is concluded from the study that Xiaomi is one of the most popular and recognised organisations in the world. The organisation has spread its roots in different countries and it still expanding. This study will demonstrate the role of human resource consultant in the organisation. the business strategies is a significant subject that has been proposed very earlier by the researchers. The imbalance between the business strategies and HRM strategy will lead to a performance drop in the organisation. The key function of HRM strategies encompasses traditional functions of recruiting, interviewing, screening, and employing employees that fit better within the organisation.The growth rate of Xiaomi is remarkable and the organisation has set up the new definition at the international market. The organisation has expanded its roots in various countries. The key role in this success is the start-up's strategies created by the organisation.The organisation will adopt the most popular HRD framework that is the D.krikpatrick framework. This Framework includes force levels that are comprised of reaction learning job behaviour and results.Xiaomi will measure the effectiveness of HRD program through various steps. Effectiveness is considered as the degree to which training achieves its intended purpose. It also measures how well the desired goal is accomplished by the organisation.
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