Essays on The Efficiency and Effectiveness of the HR Policies and Practices of Nokia Company Case Study

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The paper "The Efficiency and Effectiveness of the HR Policies and Practices of Nokia Company " is a good example of a business case study.   The paper will focus on evaluating the effectiveness and efficiency of HR policies and practices at the Nokia Company. Nokia Company has its headquarters based in Finland. Being a mobile phone manufacturer, it is considered to be the largest of all the mobile phone manufacturers in the world. It has employees of over 50, 000. The company has built up 16 factories which are scattered in 11 countries.

People who have embraced its products have contributed towards its success as its global market share on handsets of up to 40 per cent being some of the key human policies that had been highlighted by the company. Those in the factories have produced quality products which have attracted a good number of clients. Its profit margins range between 20 and 25 per cent despite global transformation on technological innovation coming from the Asian manufacturers who have been seen to be aggressively fighting to meet the global market as far as technology is a concern (Anthony, & Young, 2004). At the first time, they had considered proposing the creation of systematic records through centralization of human resource data in a given place considering as one of its important function in the organization.

As one of its proposals, Nokia Company had sought out to considering cost as one of the key elements that could drive HR. through this, the committee decided to decentralize this by allowing Human resource consultants in different countries to consider those aspects that seemed important.

On top of this was yet another crucial factor that was simplifying and streamlining the approach. In order to ensure that managers and employees get the required expertise, the company created processing stations in India and other several HR centers which took a period of two years (Branson, 2005). The second part of the Nokia strategy was re-evaluating its workflows together with its policies within the HR. the core issue on changing on the role of human resource, it dealt with policy through the provision of support and consultation services in the best part of the organization. Nokia company have improved on how it recruits on its human resource and has also changed their job titles.

In connection to this, an HR manager can work on this by his own without being assisted by other departments. More so, the issue of recruitment has been decentralized whereby every station is entitled to deal with its own businesses without asking or waiting for orders from above. In this case, the company has managed to meet the needs of its human resource. Promotion is yet another issue that the Nokia Company has considered to be of importance if they observe it carefully.

Individuals who have a good track record in the company are promoted. Based on performance to promote employees is one of the factors that contribute towards the success of Nokia. The number of people involved in the recruitment of new employees has been reduced to with the reason that a large number will lead to arguments that when the panel was reduced. Financed that are used during the process is also not pleasing. This move was considered by Nokia as a strategy in HR as they believed that corruption does exist when the number of panellists are increased.

In order to ensure that they minimize the amount of customization of the project, the Nokia Company employed SAP’ s off-the-shelf web technology (Wisner, & Fawcett, 2001).

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