Nokia is a Finnish multinational telecommunications, information technology, and consumer electronics company that has a long and storied history. In recent years, the company has undergone significant changes, including the sale of its mobile phone business to Microsoft in 2014. Despite these challenges, Nokia has continued to innovate and adapt, and its human resources (HR) strategy has played a key role in this process.
One of the key aspects of Nokia's HR strategy is its focus on talent management. The company recognizes that its success is directly tied to the skills and expertise of its employees, and it has invested heavily in training and development programs to ensure that its workforce has the necessary skills to meet the demands of the market. This includes both technical training, as well as leadership development and other soft skills.
Another key aspect of Nokia's HR strategy is its commitment to diversity and inclusion. The company has a strong record of promoting diversity in its hiring and promotion practices, and it has worked to create a culture that is inclusive and welcoming to all. This includes initiatives such as flexible work arrangements, employee resource groups, and training programs focused on diversity and inclusion.
Nokia's HR strategy also places a strong emphasis on employee engagement. The company recognizes that engaged employees are more productive and more likely to stay with the company, and it has implemented a number of programs and initiatives to foster a sense of engagement among its employees. This includes things like regular performance evaluations, career development opportunities, and a focus on work-life balance.
Overall, Nokia's HR strategy is focused on attracting, retaining, and developing top talent, and on creating a culture that is inclusive and supportive of all employees. Through these efforts, the company has been able to maintain its position as a leader in the telecommunications and technology industries, and to continue to innovate and adapt in an increasingly competitive market.
Nokia Human Resource Management (HRM)
Are they aware of their challenges? In terms of economic factors, businesses will be required to consider the effects of the emerging markets on the practices of human resource. It is one of the factors that determine the direction a business takes and therefore a key driver to the success of any business. If it can create human resource management systems that fit the new organization designs that are appearing, the function can not only survive, it can thrive because it will make a major contribution to organizational effectiveness. In these situations Human Resource played a vital role. Profit increasing: Every company is profit oriented. Some 170,000 staff own shares or are members of share schemes, and there is discounted dental, health and life insurance on offer.
Human Resources Management Strategy Of Nokia Siemens Network Business Essay
Moreover, the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. The relationship between organizational structure human resources practices can be explained as follows. Copy to Clipboard Reference Copied to Clipboard. Find Out How UKEssays. With the launch of the Nordic Mobile Telephone NET service, which was the first international cellular network, a new era for mobile phones began in 1981. There is the existence of talent gap in the world which in most countries in the developing world is as a result of education standards.
Nokia: Channels of Distributions: Digital Media Marketing. As a part of career management system, internal placement process is used so as to give them career and job improvement opportunities. Companies have realized that they must also seek sustaining competitive advantage from the effective management of human resources. At the moment in the I-J there are more cell phones registered than people live there. To continue a strong, booming and efficient environment Nokia collaborates with its employees under the main goal to create an environment for all its employees where they can fulfil their potential. Task 3: Reviewing Human Resource Management 4. Human Resource Management in Europe: Perspectives for the 1990s.
Therefore the chances of success on strategic roles for those who prefer transaction roles are minimal. Sample Words 1,700 This term paper discusses some of the HR strategies of Nokia. Most of them work in one of the five central hubs around the world. The complexity of the structures can be a source of risk to the business organization Rothwell and Prescott, 2010: 556. The headquarter HR function will carry out the HRM transformation process in three main steps: contracting with line management for a new role for HR, identifying and developing new HR competencies and redesigning HR work, systems and organization.
Different company has different strategy and SHRM plays a role to identify the overall need for the company to achieve the company goal. When it makes human resource plan there is involve company business factor and external environment factor. It will take steps for developing the Human Resource Plan as below: Teamwork of staff among lower levels and the management should be created and maintained to support in various ways that would consider necessary in eliminating communication breakdowns and foster better relationship among workers. As organizations increasingly employ metric, measurements and other analytical approaches to measure performance of business operations, the analytic of human resource performance will be crucial in the determination of the health of the company Walker and Perrin, 2001: 345. This is dependent on the degree of integration or differentiation desired. International HRM IHRM IHRM has defined as the HRM issues and problems arising from the internationalization of business and the HRM strategies, policies and practices which firms pursue in response to the internationalization of business. First the business will have to fully understand its clear purpose and then develop human resource strategies that will help the company to develop manpower able to meet the demands of the company.
HR highlights the key driving forces of business such as Technology, distribution, competition, the markets etc and also the implications of the driving forces for the people side of business the fundamental people contribution to bottom line business performance. Coca-Cola Human Resource department involves in company strategic planning in various way. The History of the Nokia Company. Business environment is characterized by stiff competition. All Answers ltd, 'Human Resources Management Strategy Of Nokia Siemens Network Business Essay' UKEssays.
There is a division of work, the boss is the planner, the other are the doer. These have been the forces that have shaped the approach of employees to work and it is the force that is still shaping future workplaces. There is also the view that suggests that self employment that has experienced exponential growth in the recent past and the increased use of contracts will give human resource functions an opportunity to working conditions that are different from the conventional ones. There is also a shift to collaborative consumption which has led to the sharing of most of resources, which is preferred over buying them. Works Cited Gitman J. In this environment Nooks as the world biggest mobile phone manufacturer is responsible for almost 59,000 employees and millions of customers. With the world economy facing various challenges that include prevention of any future financial crises, recessions in the short term and balancing long term fiscal policies, consumer confidence on businesses may be hampered Stolle, 2006: 416.
There is emergence of new management styles and different cultures. Therefore there is a need to develop an understanding of these factors given the need for partnership between emerging and develop economies and increased collaboration and joint ventures in these two types of economies. They have approximately 60,000 employees. In multi-domestic strategy, control is decentralized; subsidiaries conform to local practices and are seen as an independent business. To achieve this, a company will be required to align its strategies with its core business operations and to employ talents necessary for the demands of the future workplace. Share this: Facebook Facebook logo Twitter Twitter logo Reddit Reddit logo LinkedIn LinkedIn logo WhatsApp WhatsApp logo Strategic human resource management emphases on human resource programme of Nokia that has long term objectives.
How does Nooks respond to these challenges? Are they focusing on their strategy? This is despite the claim by these business organizations on their engagement of customers through social media. Then we will analyze Nooks regarding their strategy and integration of the HARM as strategic partner in order to achieve their business goals. Outsourcing will also be considered as an option to reduce costs of operation. In particular, the issue of workforce diversity will need to be addressed. As European telecommunications markets were deregulated and mobile networks became global, Nooks led the way with some iconic products.
So, Tesco started scrapping conventional, hierarchical organizational structures in favour of compliment, decentralized management systems. Conclusion Organizations will be faced by a challenging workforce environment in future due to forces currently in operation which eventually will change the way business operate. Evan 2002 suggests that there are three approaches to achieving this aim: centralization, coordination and decentralization. Before this change most of its exports went to Europe, Nordic countries and the Soviet Union. That was driven by its early investments in GSM technology.