Human Resource Management at the Walt Disney Company

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21st Aug 2020 Report Reference this

Tags: Business ReportsManagementThe Walt Disney CompanyHuman Resources

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Introduction

To start off, I will like to talk about what I will be discussing throughout this course project. I will prepare an evaluation of human resource management within the Walt Disney Company. In order to do this, I will develop a strategic human resource management plan that addresses the design of work systems. This will incorporate the education side of the organization, training as well as, advancement, and I will briefly discuss employee’s well-being which includes the satisfaction to support TQM in the organization I have chosen. To add on, I will like to discuss my take on human resource management and how this plays a big role within the Walt Disney Company. Strategic human resource management is the association between an organization's human resources and its techniques, destinations, and objectives. The point of strategic human resource management is to propel adaptability, development, and the upper hand. Build up a fit for reason organizational culture. The fundamental center incorporates accomplishing associations objectives and goals. The main reason why Walt Disney identifies with this is because of the reality, that they are focused on safety comprehensive and conscious work environments in the entirety of their areas, over the globe. With how big the company has become this is very important to have. This association truly values the way that their legacy and notoriety imply they are held to the most noteworthy standard of value, morals, and social obligation.

Human Resource Plan

Human resource planning is the continuous procedure of efficient planning to accomplish the best utilization of an association's most important resource. This involves human resources. The target of human resource planning is to guarantee the best fit among representatives and employment while maintaining a strategic distance from workforce shortages or extras. With this being said the assessment incorporates issues, for example, the enlistment of staff, the retention of staff, developing staff and progression arranging, just as cutting back and movement, need to be accommodated in human resource plans. When creating a human resource plan this is a must-have. When incorporating this within my chosen organization I have an understanding that Walt Disney must strategize on how they are dealing with their Human assets in the current worldwide extensions.

Developing A Human Resource Plan

Moreover, when building up a human resource plan there will always be numerous steps in order to make this an effective and accurate plan. Step number one have a comprehension of the corporate goals as well as, objectives. This is a very important step. I strongly believe it is essential to profoundly comprehend corporate vision, mission, goals, and objectives. Step number two is to complete a workforce analysis. This assessment is being done to comprehend the socioeconomics and business attributes, skills and capabilities, inward workforce patterns, and the list goes on. This is imperative to have in the event that you need to have precise data. Step number three incorporates environment scanning. This is to evaluate your condition. Inside this, there are two components. The first component incorporates internal scanning. This is best distinguished as an inner factor which can impact human resource limit. This includes topographical change, new approaches, and guidelines, and the rundown goes on. The second component includes external scanning. This is best characterized as an identity outside variables which could impact human resource capacity. This incorporates a greater amount of financial development, arrangements, and guidelines. Step number four is to carry out GAP analysis. GAP analysis is based on the above appraisals, the organization needs to comprehend the “GAP” which is shortage and overflow. This is related to human resource. It is significant that the organization distinguishes present and future human resource needs. Step number five is priority setting and work plans. Inside the association, when the procedures and different plans are built up, these must be organized and break down into action plans. In order to do this, we must answer two questions. The number one question is what are the significant human resources priorities? The second question is what procedures will accomplish the ideal result? Work plans may incorporate techniques on staffing, administration advancement, organizational design, change management, training and improvement, performance management, skills development, qualities and morals, and lastly workforce accommodations. The last and final step is step number six. This step is to measure, monitor and report on advancement. When the procedures are organized and work plans are being unloaded, it is essential to screen the advancement being made against the concurred plans. Additionally, proper measurements must be recognized and implemented to evaluate the effectiveness of the viability of the execution of the technique. Finally, reporting of the progress made is significant as this input will enable the administration to have a view on the present status.

Perspective of Walt Disney towards its employees

Correspondingly, having to do research on this organization I learned how much this company values its employees. The Walt Disney Company's characteristics revolve around the human part of their business. The association esteems its visitors, customers, and audiences yet, in addition, to their representatives. The Walt Disney Company is committed to fostering safe, comprehensive and aware work environments in the entirety of their areas, over the globe. For many employees, that is the reason they chose The Walt Disney Company as an employer. Also, for Disney, it is the way they endeavor to treat their cast individuals and workers. Disney sees the advancement of a various workforce as business basic and a catalyst to accomplish better execution. They grasp diversity, at the end of the day, to all the more likely serve their customers by better mirroring the networks they serve. They accept that an assorted variety of suppositions, thoughts, and points of view upgrades their inside innovativeness and the organization's imperativeness. In that capacity, they have been building a workforce illustrative of the worldwide commercial center in which they work, while encouraging a comprehensive situation for their representatives and their families. With this being said this is one of the main reasons why I have chosen this company.

TQM Support Within the Walt Disney Company

Additionally, I will now discuss how TQM will benefit from implementing in my chosen selected association. Total quality management is an exceptionally vital procedure and it needs predictable supervision and impeccable arranging. One thing to recall is in order to keep up that vitality we need to check the work constantly and make crucial moves up to the game plan at typical interims which give the best outcomes. This is something we should do so as to have accomplishment just as well as have exact information. With regards to the association, I have picked Walt Disney has executed an all-out quality administration culture which spotlights on consistent upgrades that make client worth and satisfaction driven through its lifestyle.

Conclusion

To conclude, I would like to restate the evaluation made with human resource regarding the Walt Disney Company. I would also like to restate the human resource plan I have created for my chosen organization. Human resource management is the association between an organization's human resources and its techniques, destinations, and objectives. The target of human resource planning is to guarantee the best fit among representatives and employment while maintaining a strategic distance from workforce shortages or extras. Walt Disney must strategize on how they are dealing with their Human resource in the current worldwide extensions. When it comes to developing a strategic human resource plan, I talked about applying six steps. The first step is to have a comprehension of the corporate goals as well as, objectives. The second step is to complete a workforce analysis. The third step is to incorporate environment scanning. The fourth step is to carry out a GAP analysis. The fifth step is to priority setting and work plans. The last and final step is to measure, monitor and report on advancement. These six steps are very vital for creating a strategic human resource plan.

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