BTEC Level 4 HND Diploma in Business/Unit 3 Human resource management 2023/2024 UPDATE

BTEC Level 4 HND Diploma in Business/Unit 3 Human resource management 2023/2024 UPDATE BTEC Level 4 HND Diploma in Business/Unit 3 Human resource management 2023/2024 UPDATE ASSIGNMENT 1 FRONT SHEET Qualification BTEC Level 4 HND Diploma in Business Unit number and title Unit 3 Human resource management Submission date Date Received 1st submission Re-submission Date Date Received 2nd submission Student Name PAUL MUSA Student ID GBH Class GBH1108 Assessor name DUONG NGOC SON Student declaration I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that making a false declaration is a form of malpractice. Student’s signature PHUONG Grading P1 P2 P3 M1 M2 M3 D1  Summative Feedback:  Resubmission Feedback: Grade: Assessor Signature: Date: Internal Verifier’s Comments: Signature & Date: Table of Contents 1. Introduction 4 2. How industrial characteristics, business objectives, and FIRM strategy are related 4 2.1. Industrial characteristics 4 2.2. Company’s objectives 6 2.3. Company’s HRM strategy 6 2.4. How they relate 7 3. A presentation of the company's Digital Business Transformation. An explanation of how it leads to HRM changes is to be presented 8 4. A proposal of the talent acquisition strategy to support this plan, mainly concerning specific activities of employer branding, recruitment and selection, and onboarding 9 4.1. Recruitment 9 4.2. Selection 10 4.3. On-boarding 10 4.4. Company’s employment brand 12 4.5. Proposal of the chosen company’s talent attraction strategy 13 5. Conclusion 14 References 14 1. Introduction Amazon is an international technology business with headquarters in the United States that specializes in cloud computing, digital streaming, and artificial intelligence. One of the most valuable brands in the world, it has been called "one of the most significant economic and cultural forces in the globe." On July 5, 1994, Jeff Bezos launched Amazon from his garage in Bellevue, Washington. It began as an online book marketplace but has now grown to include a wide range of goods, earning it the nickname "The Everything Store” (Hall, 2022). The four guiding principles of Amazon are: obsessing on the customer rather than the competition, being passionate about invention, being dedicated to operational excellence, and having a long-term perspective. Amazon aspires to be the planet's most customer-focused business, best employer, and safest workplace (Amazon, 2022). Being among the biggest and most prosperous businesses in the world, A is frequently viewed by prospective workers, business partners, and rivals. While Amazon may appear to be a successful company, not all of its human resource management techniques are efficient or well-liked by staff members. Many job candidates and employees specifically do not view Amazon's HR strategy as advantageous in terms of hiring and keeping staff. This essay will focus on analyzing the HRM strategy practices and issues associated with them. 2. How industrial characteristics, business objectives, and FIRM strategy are related 2.1. Industrial characteristics Amazon is a company founded in 1994 by Jeff Bezos. In terms of the industry of the company, Amazon is focusing on E-commerce Cloud Computing Artificial Intelligence Consumer electronics, and also Entertainment Digital distribution Self-driving cars Supermarket (Hall, 2022). Therefore, it is clearly that e- commerce is the major industry of this firm. E-commerce stands for electronic commerce which is trading in products of services using computer networks, such as the Internet. Electronic commerce draws on technologies such as mobile commerce, electronic funds transfer, supply chain management, Internet marketing, online transaction processing, electronic data interchange, inventory management systems, and automated data collection systems. Modern electronic commerce typically uses the World Wide Web for at least one part of the transaction’s life cycle, although it may also use other technologies such as E-Mail. Pretail (also referred to as pre-retail, or pre-commerce) is a sub-category of E-Commerce and online retail for introducing new products, services, and brands to market by pre launching online, sometimes as reservations in limited quantity before release, realization, or commercial availability. Pretail includes pre-sale commerce, pre-order retailers, incubation marketplaces, and crowdfunding communities (Kütz, 2016). E-commerce has a low barrier to entry, making it appealing to vendors. However, it is rife with rivalry that could present pleasant or unpleasant shocks, and the company may have to contend with fierce online rivals or even monopolists. In e- commerce, competition is a common occurrence that either helps enterprises succeed or fail. In e-commerce, competition is a common occurrence that either helps enterprises succeed or fail. According to the latest research, it is the ubiquity of e-commerce and purchases made with credit or debit cards that draws crooks. Because of this, the demand for effective solutions, like two-factor authentication, is greater than ever. These challenges include data security, money protection, and anti-fraud measures (Hampshire, 2021). Other sensitive user information, such as payment information, must be fully disclosed in order to avoid falling into the wrong hands and to be protected by the law. If this information is available to criminals, it could have dire repercussions. Due to the wide range of channels, changing media environments, and consumers' continually shifting, sophisticated online behaviors, engaging target customers is becoming more difficult (Google, 2019 ). Great opportunities exist inside significant dangers for the e-commerce ecosystem, infrastructure, and practices. It is a large, active online community that demonstrates its potential. With an increasing number of potential internet consumers, the e-commerce business offers a wide range of prospects for the online wholesale and retail trade industry. The outcome of this electronic trade might be an increase in eCommerce sales on the Internet, which has always been a platform for communication, promotion, and information dissemination. Particularly if online users act like influencers and use their social networks to develop marketing chances for online merchants (linkedin, 2020). 2.2. Company’s objectives When it comes to Amazon’s objectives, it aims to be Earth’s most customer centric company. The firm aims to be Earth’s most customer centric company. Their mission is to continually raise the bar of the customer experience by using the internet and technology to help consumers find, discover, and buy anything, and empower businesses and content creators to maximize their success. They believe this mission is important for the UK because digital empowerment for customers and businesses improves living standards for people up and down the country and drives our economic competitiveness and productivity in a global economy. They will continue to push at the boundaries of how technology – digital infrastructure and services – can improve the customer experience and help make the economies of the countries where we operate more competitive on the global stage (Staff, 2018). 2.3. Company’s HRM strategy Positive or negative HR strategies for a firm always have a significant impact on the workforce. One business using cutting-edge methods in its HR strategic decisions is Amazon. The so-called "offer" is one of the most peculiar possibilities Amazon has recently started to suggest to its employees. In line with this plan, the corporation advises those workers who don't want to stay on staff to leave and get paid. The amount of this payment is determined by how long a person has worked for Amazon. One of Amazon's subsidiaries, Zappos, used this HR technique in the beginning. Initially, the option was exclusively accessible to freshly hired personnel who had only recently joined the company. The amount of this payment is determined by how long a person has worked for Amazon. One of Amazon's subsidiaries, Zappos, used this HR technique in the beginning. Only recently hired employees who had been with the company for a short period of time at first had the option. It had evolved, though, and was now a continuing tactic. Once a year, employees who have been with the company for at least a year are asked if they would like to leave and get a reward based on their experience. One of the terms of the agreement states that anyone who accepts the money and leaves would never again be able to work for Amazon. Each employee must therefore assess the advantages and disadvantages of their options before choosing the one that will be most helpful. A makes it feasible to achieve favorable outcomes for all sides by utilizing this HR technique. Because of this, Amazon hopes to have only the most devoted employees in the long run, while experiencing short-term financial drawbacks (Chalmers, 2018). Enhancing the performance of underperforming employees is a crucial component of another important strategy. For those employees whose performance is not up to par, the Pivot retraining program was developed (Howland, 2017). People will have the chance to continue working and gain extra training as a result, rather than having to quit their jobs. Pivot offers alternatives that weren't included in the organization's prior performance improvement plan, including consulting a career ambassador. This specialist is in charge of supporting and advising the employees during challenging employment phases. To boost its HR activities, Amazon presently provides a number of benefits and bonuses. These perks include health insurance programs, financial stability, a network of friends and family, paid maternity and paternity leave, paid vacation time, and employee discounts. The career choice program, which prepays 95% of tuition fees for hourly employees and allows them to improve their talents in a variety of settings, is a recent invention. Therefore, if Amazon keeps creating promotional programs and ends its bad HR procedures, it is likely to enhance employee loyalty and interest in their jobs (Pratap, 2017). 2.4. How they relate Strategic management of Human resources contributes to the achievement of organizational goals and objectives. The company's rules, procedures, and systems all clearly demonstrate the company's vision and goal of being the most customer-centric organization on Earth. By utilizing the internet and technology to help customers find, discover, and purchase anything online, the company hopes to push the boundaries of customer experience. At the same time, it wants to give businesses and content creators the tools they need to succeed as much as possible alongside it (Amazon, 2020). Amazon employs the triple bottom line model because it firmly believes that its mission is not only motivated by revenues but also by the growth and sustainability of its people and world. The corporation is investing in closed loop infrastructure funds, the circular economy, minimizing its carbon footprint on the environment, and other initiatives with sustainability at their core (Amazon, 2020). Strategic human resource management can be seen as the connection between company’s human resources and is goals, strategies and objectives. The underlying aim of SHRM is to increase flexibility in the organization, promote innovation and develop competitive advantage for the firm. In other words, SHRM can be seen as a future oriented process of developing and implementing HR programs which addresses and solves business problems and contribute directly to the long-term business objectives of the business organization (Crispin, 2016). 3. A presentation of the company's Digital Business Transformation. An explanation of how it leads to HRM changes is to be presented Amazon has a reputation as one of the highest-tech employers out there. The company regularly makes headlines about the advanced new technology they use to stay in front of the competition. However, there is another side to the brand’s use of innovations. Many critics say Amazon uses tech to regulate its workplaces — especially its warehouses — in a way that hurts employee health and morale. Therefore, at the Amazon Robotics and Advanced Technology labs located near Seattle, in Boston, and in Northern Italy, team members are rigorously testing and developing new technologies to help move totes, carts, and packages through Amazon facilities, helping to make employees’ jobs safer. For example, in many Amazons fulfillment centers, employees currently pick or stow items onto mobile shelves as products move through the process of fulfilling customer orders. To potentially reduce the need for employees to reach up or bend down when retrieving items—and thus limit more strenuous movements—Amazon is testing a new workstation system called “Ernie.” Ernie takes totes off a robotic shelf and uses a robotic arm to deliver it to employees, so they can remain in a more comfortable, stable, and ergonomically friendly position (Amazon, 2021). "Ernie" supports employees by delivering totes (Amazon, 2021) 4. A proposal of the talent acquisition strategy to support this plan, mainly concerning specific activities of employer branding, recruitment and selection, and onboarding 4.1. Recruitment As reported by the New York Times, Amazon founder and former CEO Jeff Bezos sees his warehouse workforce as essential but replaceable and is concerned that workers staying at the company too long become complacent or worse, disgruntled, as reported by the New York Times (Rey, 2022). This shows that Amazon is always prepared to hire new employees if the old employees do not perform well. Therefore, Amazon does not have internal recruitment. Since Amazon is always hiring new employees from outside, owning a separate recruitment channel is essential for Amazon. L, or cutting-edge workspaces of this kind are offered by Amazon. providing a competitive salary, flexible work arrangements (full-time, part-time, or seasonal), and a full range of benefits. Along with procedures and systems to guarantee the security and well-being of every employee. 4.2. Selection Like most businesses, Amazon invests a lot of time and energy in finding the best candidates for their existing positions. First, Amazon will have an introduction question so candidates can briefly introduce themselves. Additionally, Amazon will have a situational questions: "What would you do if you found out that the friend in your closet at work is stealing?" “Describe your most difficult customers and how you handled it”, “Tell me about a time when you were 75% through a project and had to turn around quickly. How can you manage?" (Suder, 2022). Amazon also looks for a host of other qualities in prospective employees. Amazon hiring managers are looking for product talent with machine learning expertise. Candidates for product development positions may be asked the competency-based questions, "How do you solve business problems using machine learning?". Amazon recruiters will also ask behavioral questions to learn about your attitude or influence in a particular situation, as well as your style of working and communicating with colleagues: "Describe your most difficult customer and how you handle it". Furthermore, it also has leadership questions: “Tell me about a decision you made based on your instincts” and company-specific questions:” How would you introduce Amazon in an elevator pitch?” (Suder, 2022). 4.3. On-boarding In certain businesses, onboarding is controlled and guided. At Amazon, the onboarding procedure is self- directed. Usually, the boss is too busy to accompany the new hire on their journey. What Amazon has done is produced a form that the manager can fill out. Name, start date, position, team, peers, rules for the first week and the next one or two months, etc. are entered for each recruit. The recruit is then given this instruction, and they are accountable for independently following it. Access to Amazon's learning portal, which includes videos, blog articles, talks, step-by-step instructions, and even quizzes, is included in the instruction. Amazon conducts pre-employment onboarding, in contrast to most businesses where it happens after the individual starts working there on the first day. The staff receive access to Amazon email, login information, and critical documents before they even walk through the door. The objective is to have them start working right away and not waste any time (Lee, 2021). Amazon Employee Welcome Kit (bosspro, 2021) The Amazon employee welcome kit for South Asian offices comes with a branded t-shirt, drinkware, and sleeve, a journal, amusing stickers, and helpful tech tools to aid new hires in settling in. Those who are interested in the "Day 1" branding used by Amazon should know that it relates to their customer-focused culture, which promotes "long-term focus, obsessing over consumers, and bold innovation." Day 1 is about being consistently curious, fluid, and exploratory, according to Daniel Slater, Worldwide Head of Culture of Innovation at Amazon Web Services. It entails having the guts to try and fail if it means that we can use the knowledge we get to surprise and delight clients in the future. Jeff Bezos, on the other hand, calls Day 2 "stasis. Then comes irrelevant Ness followed by a terrible, agonizing decline. Followed by death. And that is why it is always Day 1” (bosspro, 2021). 4.4. Company’s employment brand After making substantial efforts to enhance employee well-being and promote their upskilling, Amazon achieved the top spot this year. LinkedIn's vice president and editor in chief, Dan Roth, tells CNBC Make It. For example, the e-commerce company increased the maximum base compensation for corporate employees by more than twice as much, added additional mental health benefits, and said that they would pay 100% of hourly employees' tuition fees. According to Roth, the best firms offer three things that set them apart from the competition: flexible work schedules, a wealth of professional development options (tuition job rotations, mentorship), and comprehensive mental health services (free counseling, extended paid time off) (Smith, 2022). Amazon is the No.1 company to work for in 2022 (Smith, 2022) 4.5. Proposal of the chosen company’s talent attraction strategy Through the above analysis of Amazon's recruitment strategy and human resource management, the first strategy is to use other technologies to improve work efficiency. As a technology company, Amazon should invest more in the technology of artificial intelligence, so that the work of some machines can be shared by the machine, instead of all the work burden for the employees. The second strategy is to adjust the company culture. The company’s current criticism is that the work pressure is too great and the employees are not cared for. Amazon’s culture is more about paying attention to customers and neglecting employees, so if Amazon can work hard on employee care, it will help Amazon retain its employees. The third recommendation is evident that Amazon should recruit more inside the company to cut recruitment costs. Amazon has the flexibility to change people from one department to another if it feels they fit the department's criteria. In addition, Amazon can organize training courses for employees to improve work performance, and stay longer with the company instead of recruiting new people. The suggestions to help employees stay longer with the company mentioned above are all aimed at helping the company cut recruitment costs. 5. Conclusion. References Amazon, 2020. Introducing the first Amazon Fresh grocery store. [Online] Available at: Amazon, 2020. Our workforce Data. [Online] Available at: Amazon, 2020. Paid Time Off for U.S. Amazon Employees. [Online] Available at: Amazon, 2020. 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