Essays on Key Elements of Disneys HR Strategy Case Study

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The paper 'Key Elements of Disney’ s HR Strategy" is a good example of human resources case study.   There are many elements of Disney’ s HR strategy. However, only four are key; summing up all the others. They include Employee recruitment and selection, alignment of the staff with strategic goals, integrated performance management, and employee development and training (Kearns, 2010; Truss,   Mankin & Kelliher, 2012). Employee Recruitment and Selection Employee recruitment and selection are the core functions within the HR department and forms one of the central elements of HR strategy (Compton, Morrissey, & Nankervis, 2014). Recruitment refers to the process of identifying organizational needs and going further to locate and encourage potential applicants to apply for the vacant or anticipated job opportunities (Truss,   Mankin & Kelliher, 2012).

Through recruitment, a pool of qualified professionals, as well as skilled and experienced workforce, is realized (Boxall, Purcell, & Wright, 2007). It also guides the decisions made and the strategies used in the selection process (Compton, Morrissey, & Nankervis, 2014). Selection, on the other hand, is the process where the employer evaluates and makes decisions concerning the recruited workforce to fit them for particular roles or positions in the organization (Farr & Tippins, 2010). To become part of Walt Disney Company (WDC) a potential employee needs to fill an application form both online and through the job line (Yemmen & Isabella, 2013).

This indicates that the company appreciates both internal and external recruitments. Once the application is reviewed, the person is then invited for auditions which in this case serve the selection purpose. During the selection process, the successful applicants again apply for roles and watch a film portraying the heritage, regulations, and terms of employment of the company (Yemmen & Isabella, 2013). The employees interested are interviewed and chosen after qualifying for the applied role.

Being an entertainment company, auditions are structured and purposeful (Yemmen & Isabella, 2013). Additionally, the employee is also informed with the employment conditions. Only those that are fit for the organization are selected, meaning that in the end, the company will be able to realize its mission, vision and objectives (Yemmen & Isabella, 2013). Employee/ Staff Training and Development Training and development form the other core element of HR (Saks & Haccoun, 2007).

The two are in tandem with organizational structure and activity, and gear towards the betterment of the performance of the workforce. There are many forms of training methods organizations can use to better the performance of its workforce (Saks & Haccoun, 2007). The training can be done through induction, on-job training, mentorship, and external training, depending on the company in question. Some of the training includes technological training, quality training, skills and soft skills training and professional training among others (Kearns, 2010). Employee development can take two forms: Career and Management development (Saks & Haccoun, 2007). Walt Disney is responsible for the development as well as the training of its workforce (cast).

This is done through the Walt Disney University, where every new cast members practice all the requirements at Disney as well as rehearse prior to the performance (Yemmen & Isabella, 2013). In the university, the cast members are grounded with the company’ s legacy and the knowledge of Disney characters and films (Yemmen & Isabella, 2013). Additionally, the cast members are introduced to the company’ s vision, mission, and guests.

The value of communication and courtesy (Disney language) are also taught in the University. Most importantly the cast is also introduced to safety and health regulations as well as how to answer frequently asked questions. This promotes the value of the employees (Yemmen & Isabella, 2013).

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