Ikea Hr
Table of contents
Introduction 3 1 IKEA’s background: 4 2 The uses of human resource in IKEA 5 2.1 Strategic Human resource management 5 2.2 Recruitment and selection 5 2.3 Value driven 7 2.4 Assemble your future 7 2.5 Training and development: 9 2.6 Compensation and benefits: 10 2.7 Career and succession 11 3 Issues faced by IKEA: 11 3.1 First issue 11 3.2 Second issue 12 3.3 Third issue 12 Conclusion 14
Introduction
The evolution of management made a lot of change in the perception of labor, first employees where just considered as labors, a way for an organization to achieve their objectives, and many manager didn’t gave them any attention, and thought that they will have everything by giving them money.
But with the evolution of management, managers considered their visions and knew that their employees can be a tool that helps the company to achieve their goals. From here started the thinking of considering humans as a resource for a company.
From that all the theories were based on humans, how they motivate them, improve them, helping them to fill comfortable in the company, training them, giving them more responsibilities and of course reward them.
The next step was the creation on the companies a department of human resource capital, and this department has the objective of mashing company’s goals with the human resources of the company needs (employee’s needs). This department tasks are in general related to people, and we can compress them as manpower planning, recruitment and selection, retention, training and development, compensation and benefits which come under rewards and succession planning.
In this assignment I chose IKEA as a company to illustrate the activities of the human resource department. Choosing IKEA was for their reputation in term on effectiveness in the application of the HR principles, and their reputation for being a company that people want to work for. Also to discuss some of the issues
Introduction 3 1 IKEA’s background: 4 2 The uses of human resource in IKEA 5 2.1 Strategic Human resource management 5 2.2 Recruitment and selection 5 2.3 Value driven 7 2.4 Assemble your future 7 2.5 Training and development: 9 2.6 Compensation and benefits: 10 2.7 Career and succession 11 3 Issues faced by IKEA: 11 3.1 First issue 11 3.2 Second issue 12 3.3 Third issue 12 Conclusion 14
Introduction
The evolution of management made a lot of change in the perception of labor, first employees where just considered as labors, a way for an organization to achieve their objectives, and many manager didn’t gave them any attention, and thought that they will have everything by giving them money.
But with the evolution of management, managers considered their visions and knew that their employees can be a tool that helps the company to achieve their goals. From here started the thinking of considering humans as a resource for a company.
From that all the theories were based on humans, how they motivate them, improve them, helping them to fill comfortable in the company, training them, giving them more responsibilities and of course reward them.
The next step was the creation on the companies a department of human resource capital, and this department has the objective of mashing company’s goals with the human resources of the company needs (employee’s needs). This department tasks are in general related to people, and we can compress them as manpower planning, recruitment and selection, retention, training and development, compensation and benefits which come under rewards and succession planning.
In this assignment I chose IKEA as a company to illustrate the activities of the human resource department. Choosing IKEA was for their reputation in term on effectiveness in the application of the HR principles, and their reputation for being a company that people want to work for. Also to discuss some of the issues
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