• Home
  • Essays
  • IKEA Case Study: How a Unique Business Strategy Led to Global Success

IKEA Case Study: How a Unique Business Strategy Led to Global Success

IKEA Case Study: How a Unique Business Strategy Led to Global Success

Executive summary

The aim of this definite consultancy report is to identify the definite human resource management processes that have been carried out by IKEA in order to facilitate the associations of analytical perspectives,. In addition to this, the consultancy report will also help i the undertaking of the varied notions of business processes that are being carried out in order to indulge into the innovative work culture that the company essentially perceives. The presence of proper innovative culture eventually held in the association of the analytical processes that helps in the processes of significant method responsible for the varied implications of methods and aspects that are associated with human resource management.

Related Posts

Project outline

Over the years, it has been found that, the [presence of innovative perspectives in human resource management has managed to gain enough effective authorities in an effective manner. It is to be noted that, with the use of an important human resource management practice, the innovative business activities help in understanding the extent to which the supposed notions of appropriation of the definite business process can be achieved in a significant manner. With its headquarters in Netherlands, IKEA has managed to gain enough innovative practices in their business processes (Mazzei et al. 2016). The company is an expert in the initiation of ready-to assemble furniture that includes kitchen appliances along with varied range of ghoomar services. The overall business processes that are to be carried out by the company helps in understanding the importance of work culture towards the innovative business processes and human resource management activities. The company being well-known for its modernist designs of furniture and that of interior design work has managed to infuse the presence if innovative activities that further attracts the attention of the customers. The corporate attributes that IKEA tends to perceive eventually helps in the continuous business development and helps in lowering the price of certain definite products that allows the entry of new products in their product range (Do et al. 2016).

Based on the notions of case study of IKEA, it is important to undertake certain outlining processes, which helps i n understanding the extreme tow hitch the project is to be carried out. It is important to hence it is important to notify the definite human resource ,management processes that are carried out by IKEA in order to effectively nutrition the culture which eventually helps in promoting effective levels of diversity and creativity. It is also important to understand the definite ways that are responsible for the initiation of an effective work environment and the ways with the help of which the company tends to interact with the employees and are further associated with the notions of training programs and that of staff meetings (Ahmed et al. 2018).

On the other hand, the human resource management activities that are being carried out by IKEA helps in the manifestation of the different work processes that exists within the premises of the organisation. In addition to this, the company’s recruitment process and that of the training processes have managed to provide them with significant benefits that help in the notions of succession planning. The workers of IKEA are further associated with the provision of a stimulating work culture, which helps in carrying out proper innovative processes in an effective manner. The HRM department of IKEA is further responsible for the safeguarding of the strengthening of IKEA’s corporate culture and helps in the specific identification of a set of rules that helps in transforming the definite ways with which the company’s visions are to be brought into reality. The HRM development of the company is based on the continued success of the business processes of IKEA is further dependent on the continual business development of the coworkers of IKEA effectively (Lertxundi et al. 2019).

The primary vision that IKEA perceives within the premises of the organisation helps in the inclusion of the employees and customer that helps in the understanding of the human resource philosophy. It is further subscribed towards the belief of the fact that the employees are supposed to be more productive and committed towards the company processes and helps in carrying out the needs and requirements of the company in an effective manner. The adoption of a proper business processes towards the promotion of employe empowerment helps in offering generous benefits (Kundu and Gahlawat, 2016). The company has view towards the development of a definite system, which helps in understanding the flexibility of the benefits that the company tends to gain. The accommodation towards different people towards the conducting of the human resource management philosophy helps in carrying out definite principles, which needs to be taken into account (Rabenu et al. 2018).
Therefore, from this point of view, it can be stated that, the presence of human resource practices help in carrying out the processes of innovation cultures and HRM practices. The investigation of the extent to which the human resource management processes within the premises of the organisation has captured the definite aspects of personal goals and objectives. Hence, the HRM practices have managed to change the status-quo of the innovative processes that needs to be assessed (Canedo et al. 2017).

Methodology

Introduction

The notions of methodology essentially deals with the aspects of the definite ways with the help of which the entire research consultancy work is supposed to be carried out. It is to be noted that, the aspects of the initiation of a proper methodological framework into carrying out significant methods help in understanding the extent to which the research process is to be carried out.

Research strategy

The introduction to a research strategy tends to involve the major components of a research project. It further helps in encompassing the research topic areas and focus, which helps in understanding the definite research perspective. While carrying out a definite process of research strategy, it is important to identify the strategic interventions that need to be associated effectively. Hence, in the context of the case study, it has been found that, the case study tends to understand the extent to which the innovative human resource management processes of IKEA is being carried out and the ways that needs to be attained in order to understand the work culture in a perfect manner. In this context, the use of empirical research with the help of gathering information from articles and journals will be carried out. It will facilitate in the understanding of the adoption of definite ways that will help in the initiation of an action oriented research (Saleh et al. 2015).

Data collection method

The presence of data collection methods eventually helps in the proper understanding of the definite methods that needs to be undertaken while collecting data. It is to be noted that, the imperative towards the association of data collection methods helps in the manifestation of the supposed attributes of research processes. Hence, in the context of the case study, it can be stated that, the notions of secondary data collection method has been selected to conduct the study. With the initiation of a secondary data collection method, it will be easy and convenient to be able to identify the previous information that is based on the notions of human resource practices prevalent in IKEA and the definite way required to propagate the others.

Data analysis method

The data analysis method can be considered a process, which helps in the investigation and transformation of modeling data with the goal of interacting with property and useful information. It is to be noted that, if is also important to undertake and support proper decision making processes, which are responsible for the variation in the data that has been collected. In addition to this, the association of data analysis of the data that has been collected and gathered needs analytical assessment in order to derive the results out of it. Hence, in order to fulfill the notions of secondary data collection method, qualitative data analysis has been undertaken. It will help in carrying out an extensive research on the notions of the journals and articles that have been gathered in order to carry out proper research methods and processes.

Summary

The presence of research methodology within a definite research framework helps in understanding tagged definite ways with the help of which the methodological processes in a consultancy report are to be associated. With the use of the methods that has been identified helps in carrying out the necessary notions of the supposed processes that needs to be assessed.

Literature review

In this study, we are going to have an overview of the policies of the Ikea’s and their HRM policies and their management policies, their different programmes and their programmes for the betterment of the employees. Ikea’s owner Kamprad was born businessperson, he started selling matches to neighbors’ in his bicycle and started making a profit. Kamprad was 17 in 1943 when he formed IKEA; the Swedish founded company is a multinational group. They design and sale ready to assemble furniture, kitchen and home accessories they are the world’s largest furniture retailer in the world since 2005. This study gives a thoughtful information and analysis in the in the organizational culture of the IKEA, their H.R practices, employee retention capabilities etc.

H.R practices of IKEA

Community connectedness:

IKEA’s aim was to create better life for many people, that included the employees, and customers making them work as community. The human resource of the company believes that when the company takes care of the employees they are useful and productive and has manage to move fact in the changing business environment.

The company has a very patronizing stand towards the needs of the employees as they believe strongly on employee empowerment. IKEA has very powerful policies of H.R and they offer many benefits and generous offers to the company employees (Noe 2017). The implementation of the H.R policies and there are more or less applied uniformly to all the employees the company holds.

Selection and recruitment:

They look after the different needs for the different employees. In late 1990s H.R policies of the companies was not able to pull out maximum benefit from the policies, as they did not give much preference to the individual needs and requirements. The company understands how to retain, acquire, and keep engaging the employees. The H.R management thought that they would benefit from the policies much more if they brought some amount of flexibility in the administrative parts of the management. After conducting various surveys and by asking the employees pinpoint questions about their needs and preferences, it was seen that they had different preferences and expected different things from the different company. Later on flexibility was the major aim for the IKEA and their human management resources.

The company had made various efforts for the accommodation with the different needs of the people, they have a very flexible holiday routine and officially, they give six holidays per year. They also allow the employees of the company to decide the holidays they want to take in which part of the year. IKEA also introduced job sharing and telecommuting to allow the employees to have quality in both personal and professional lives (Foster et al, 2017). IKEA’s flexible policy was major change in the company policy after the adoption policy in 2003-2004. They added video conferencing to work from home and it helped the employees to cut excess time, business travel and cost of family time. The company was also open to transfer employees to different locations that seemed fit for the employee. This rule clicked with the young employees as the often wanted to work in different locations.

Training and development:

The company also invested in the prayer rooms and meditation rooms for the employees and built lactation rooms for the benefit of the benefit of the nursing mothers. IKEA, known for many generous and praise worthy policies. The company gave full medical support and dental insurance to all the employees and free subscription of health magazines.HRM team is responsible for the training and development programmes. Training can give them more work experience and having happy and satisfied employees is safe and very inspirational. The employees are encouraged for pursuing more education so that it had some effect on the particular sector, for example accounting, management, designing etc. The study of knowing and learning various languages are also encouraged and the company paid more than 50% of the study programme (Lindgren, 2018). The company also introduced yearly bonus programmes of and increases of $1000 per year. IKEA’s development programme programmes not only helped the professional to advance in their careers.

Retention and engagement of employees:

The employees could use various books, online lessons, to sharpen their skills on the particular subject. The company also specializes on the safety, health, and management training programmes. Their self-assessment programmes area tool to let the employees take the responsibility and gain knowledge to able in bigger and higher positions. In IKEA,’s employees at first do a self-assessment of their own self-assessments and identify with their own training requirement and specifications in coordination with the managers. The company focuses on the right kind of people with the right kind of attitude and the ability to understand and get along with the people to work as a team. They encouraged the employees to ask questions and also suggest some good options and suggestions to the company,. The company also gave confidence to the employees to express their ideas and beliefs.

Culture of work in IKEA

High level of informality:

The company takes a special notice on the humbleness in doing tasks. They promote calling out people by their first name and everyone enjoys same office with the same opportunities and facilities.

Involving diversity among employees:

IKEA’s HR policies always promoted diversity and creative qualities of employees. They think that the employees are the family. Just as anyone would look after their families, children, and siblings, the company aims the same for their employees. Kamrad the owner of the company wrote that the spirit of the IKEA, their will to renew and cultivate cost consciousness and the willingness to take new responsibility are praiseworthy. The humbleness and the behavior of the employees inspired everyone in the surroundings. The work culture is unique, as they do not call anyone by their rank but by simply saying them co-workers. It does not matter whether someone is a manager or a sales boy but both are appreciated in the same way (Gong, 2018). IKEA has a very basic simple structured design in terms of hierarchical systems.
The employees and the management all the staff of the company is very friendly and courteous. The managers, the employees, and the other staff sat in the same office and shared same facilities. They all wear the company’s uniform and they always call each other by their first names. There is no precondition of the structure of the behavior or the job responsibilities and the behavior instructions in work. The company is cost effective and very cost conscious. They offer a fantastically designed product in a low price so that the large amount of people is able to afford it. IKEA promotes a diverse culture and believe in respecting the employees. In some of the programmes, the IKEA was hiring employees who would take some initiatives in being aware of the cultural biases that they might have or faced while hiring employees.

Teamwork values:

IKEA does not have a one-man show in the organization culture. The often promote values and sharing of culture and appreciate its outcomes.

The HR department also took special notice of the interviewing process for the minority applications. The company is very open to systematic changes and the capability of adapting to different levels of change (Ericsson, 2018). Their experimentations on various levels were the reason of successful achievements and creativity and designs for the future furniture designs.

The importance of strong and positive human resource management policies on employee retention and performance

The importance of the strong human resource management of the IKEA’S policy for the employee retention and their high performance lies in the H.R policies of the esteemed company. The company had included employees and the customers as their family and community. The H.R team of the company gives special notice of the beliefs and the commitment of the employees. Their policies clearly mentions that the productivity and the commitment of the employees only came from, when the needs of the employees were taken care of. The management policies enhanced the employee retention rate and performance when the company offers special generous benefits to the employees and the policies are applied uniformly to the employees of all levels (Ismail, 2018).

The H.R management team made special efforts like flexible holiday schedules and the flexibility of working designs, inclusion of the flex time working days and hours. Their introduction of work by job sharing and the telecommuting was a major help to the employees. The company offered transferable job position to their employees and the concept was a hit with the younger employees.

The policies as they could take holidays for their family commitments like marriages and deaths. Employees get discounts of 45%in their store and restaurant purchases, encouragement to study that can be applied in the retail sector, apart from the economic downturn in 1990s and 2000s the company did not cut any benefits from the employees (Bilsland, 2018).

The company is mentoring programmes and their training and developments, programmes were bringing out benefit from the employees and their happiness index reached 65%, and the magazines like “FORTUNE” rated them as one of the first 20 great workplaces in the world

Effect of work culture on employee morale and the relationship between culture and employee retention

The effect of work culture on the employee morale is very vital. A strong culture in a company can give huge benefit to the company.

Seeking recognition: If an employee of a company does not feel appreciated then it affects directly on the morale of the company. If an employee is not appreciated then there is a little chance of the employee putting their best efforts. A survey revealed globally it costs $250billion losses from the side of unmotivated employees.

Need of Employee direction: Employees need direction the managers to meet their needs and goals should reinforce them. Employees need to know their goals and strategies. They should have strong directional guidance from the upper management.

The relationship between culture and employee retention are that the no organization can survive without talent. To retain the employees the companies need some amount qualities to tackle it.

Communication with employees: Being honest and communicating well are the vital strategies by the company. Company often goes through surveys and meetings to know the real reason behind unsatisfied employees; by listening to them, they often create a god bonding between the company and the employees by turning dissatisfaction into satisfaction. IKEA promotes direct communication and open door communication with the employees they have full access to the management (Lasrado, 2017).

Satisfaction of the job: Dissatisfaction in a job often leads to quitting a job. When employees are caught in tighter situation, they often leave. Having a sense of satisfaction in a job is important as no company wants to lose their top talent.

Critical examination of the Ikea’s HRM policies and their employee morale

The analysis of IKEA and their HRM policies are unique in all the way possible,

Performance measurement: The assessment tool manages to allow to everyone to become aware of the situation. IKEA management policies of listening to their employees and communicating with them and their troubleshooting and also providing them with coordination and making them involved in the whole company operations makes them feel valued.

Participation: It involves making the employees solve important problems in the company. Their evaluation can be done through the measurements like work done, result of the works, and characteristics of the work.

Motivational factor: IKEA’s success lies in the motivational factors of the company and their job satisfaction. The conditions of the works and the skills developed in the company and nature of the work that employees are involved are actually commendable. The other various policies like learning and development programmes and the flexibility in the work schedules, standard holidays and the job sharing, telecommuting, transferable jobs, purchase discounts , learning courses and employee development programmes were absolutely fit for the employees they were happy with it. According to surveys, IKEA employees fall in the happy categories of employee satisfaction ratings throughout the world.

Examination of Ikea’s employee development programmes and the advantages of the programmes

IKEA is very committed to the development of the employees are clearly reflected on the policy papers and memorandums. The company gives preference to the development and programs and the advancements of the employees. The company launched “Partners for growth” that is an initiative to team both the senior and junior managers from different places to engage in mentoring programmes.

Another programme called “Paddle your own canoe” is a self assessment tool, it gives the opportunity to train employees to take responsibility and move to higher positions in the firm, others namely IKEA launched “open IKEA”, “Enterprise”.

Important cultural elements that promote employee retention and innovation

The most important cultural elements that IKEA promotes for the retention innovation of the company are unique in its own way.

Mentorship: Putting a new team member with the veteran is a great idea they offer guidance and knowledge to the new comers.

Compensation: In this essential competitive labour market, packages, the salaries, and the bonuses are very important. The health benefits, retirement plans and the other benefits are very essential for employee retention and innovation (Paauwe, 2017).

Reward and recognition: Every employee wants to get reward and appreciation. A simple generous gift, holiday or a simple gift card can help the company give an importance to the valued employee.

Training and development: The industry and the companies always want to advance in their fields; some companies want development and always seek opportunities to grow. IKEA always wants its employees to attend the programmes and learning sessions and the various types of courses. It only helps the company and the employee as a whole because it adds value to the company.

Discussion

From the overall study, it has been observed that the company IKEA has used several strategies in order to maintain a positive business environment. In addition, the management of the firm has used potential strategies and policies in order to maintain a competitive advantage. This process has helped the company IKEA to motivate the employees in an effective way. It has been evident that the HR management practices have also been implemented within the company IKEA in order to enhance the performance of the employees (Noe et al. 2017). It is very important for the management of the firm IKEA to use employee retention and innovation program by which they can maintain a positive business environment within the business. The management of the firm has also applied the reward and recognition process in order to motivate the employees. In the same context, the HRM practices can also be implemented within the organisation for mitigating the performance issues of the employees. However, the performance issues of the employees can also be mitigated by implementing the innovative human resource management process.

The management of the organisation IKEA can also help the employees in enhancing their performance by providing those rewards and incentives. The rewards and incentives policy will also help the employees to work in an effective way by which the firm can provide good quality of products to the customers (Smith and Rees, 2017). On that note, it can be said that the company IKEA has developed its strategies and policies in such a way by which the employees can provide excellent services to the customers.

In addition to this, the HR department of the organisation IKEA must try to implement the latest technology of HR practices by which the performance of HR department of the organisation can be enhanced. This will also help the authorities of the firm to develop a system, which can automatically analyse the performance of the employees. Moreover, the implementation of machine learning process is also appropriate for the company to evaluate the performance of the employees. It has been identified that the company IKEA has followed the human resource management philosophies in order to help the employees to develop their performance (Laurin and Fantazy, 2017). Therefore, it can be said that the employee’s performance is very important in order to enhance the production process of an organisation. In order to enhance the performance of the employees, the authorities of the firm can also take the help of human resource information system. A flexible working environment has also helped the employees to overview their performance by their own. It has been evident that the company IKEA has also implemented the job sharing, telecommunication and workweeks policies within their business process. By implementing, the aforementioned policies have helped the company IKEA to motivate the employees. The implementation of job transferring strategies has also helped the employees to transfer into the flexible departments within the organisation. On that note, it can be said that by offering proper facilities to the employees, the management of IKEA has developed a good impression among the employees (Anselmsson et al. 2016).

Implementation of new techniques

The management of the organisation IKEA has also implemented new techniques and strategies in order to help the employees to overview their overall performance. It is also very important for the management of the organisation to develop a positive business culture within the organisation. This will also help the employees to gain proper knowledge from the firm about the organisational working culture. In addition, the company IKEA mainly offers good quality of furniture products to the customers. Moreover, the company is also involved in the activities of manufacturing of furniture products (Sparrow et al. 2016). On that note, it will be very helpful for the firm if the management can implement the latest technological devices. With the help of latest technological devices, the management of the firm will be able to enhance the production rate of the firm. In the same context, the profitability as well as the sales rate can also be increased by implementing the latest technological devices. The authorities of the company IKEA has also provided some unique facilities like work scheduling, time off for new parents and childcare facilities to the employees. These facilities have helped the company IKEA to retain maximum number of employees within the organisation. The work scheduling process has helped the employees of the firm to schedule their work by which they can coordinate with their timing. This facility has also helped the employees to maintain the work life balance. Therefore, the management of the company IKEA has implemented the potential strategies in order to help the employees to maintain their work life balance (Frynas and Mellahi, 2015).

In addition to this, the flexibility policy has also been used in the organisation IKEA in order to help the employees to maintain a flexible working environment. With the help of flexible working procedure, the management will be able to provide leaves for the employees who are newly married or new parents. The childcare system has also been used in the organisation IKEA in order to help the children of the employees. Moreover, the senior authorities of the firm have also implemented a loan system. The loan system has helped the employees to take a lean from the firm for their own purpose. It has been identified that the organization put significantly in making its stores more agreeable for representatives amid non-working times and breaks (Noe et al. 2017). A few IKEA stores had „quiet rooms‟, where representatives could go to supplicate or think. Lactation rooms were likewise worked for the advantage of nursing moms. Numerous stores had nearby childcare offices overseen by IKEA or outside contractual workers and engaging rooms where representatives could get visiting companions and relatives. Therefore, it can be said that the employee’s motivation programs have also helped the management of the firm to enhance the overall performance of the organisation IKEA. The positive business environment has also helped the management of the company IKEA to offer potential offers and discounts to the customers (Smith and Rees, 2017). On that note, the customers will be able to purchase a wide variety of products from the company IKEA.

Work culture of IKEA

The flexible working culture of IKEA has helped the employees as well as management of the organisation IKEA to maintain work life balance system. In the same context, the work-life balance system has helped the company to attain a competitive advantage within its business market. Moreover, the work-life balance system is very important for the employees by whom they can maintain a perfect balance between their work life and personal life (Smith and Rees, 2017). Therefore, it can be said that the management of the firm has developed positive business environment for the employees by which they can work in an effective way.

In addition to this, the flexible working culture of the organisation IKEA has helped the authorities of the firm to enhance the performance of the employees. In order to maintain a positive business environment, the management of IKEA has implemented a potential HR department. With the implementation of HR department, the employees will be able to get many benefits. This will help the employees to enhance their performance in an effective way.

Conclusion and recommendation

As per the above paper, it can be concluded that in order to maintain the entire business process of the IKEA the organisation needs to communicate with their stakeholders on a regular basis. In the same context, as per the IKEA’s business process as well as the work culture perspective it has been seen that being furniture based organisation the organisation has grabbed the half of furniture market within the country. On the other hand, different policies and procedures need to be checked out properly by the management team in order to maintain the business sustainability in an accurate manner. In addition to this being, the good work culture and good communication among the employees with customers most of the consumers mainly like to buy product from the shop of this organisation in different countries.

In the same way, different advantages can be gained by the organisation to the customers. As the HRM policies of the IKEA organisation it can be said that IKEA‟s positive human, resource management strategies can be upheld through a proper as well as supporting society that can have advanced decent different innovativeness in order to develop the business strategy within the international marker. As per the management conversation perspective it should be discussed that the work culture of IKEA was defined by a family-like quality that made interconnection or association in between workers solid and open management history. “At IKEA, all the employees consider themselves as a family. Similarly as one would care for their folks, kin or kids, the colleague of this organisation family is urged to and exceeds expectations at supporting and dealing with one another. The genuine IKEA soul is still established on their business energy, on our steady will to recharge, on their valuable cost cognizance, on the ability to expect obligation and to help, on their humbleness before the errand and on the effortlessness in our conduct.

On the other hand, it has been seen that the management team members should deal with one another, motivate each other. These qualities turned into the centre of IKEA’s culture and were normally repeated in preparing projects and workforce conferences. Receptiveness as well as correspondence was significant qualities at IKEA. To underline uniformity, IKEA called all its workers, paying little heed to rank, co-workers. It doesn’t matter what they do, regardless of whether in an office or on the business floor. The entire business management team of IKEA as a whole effect the client in altogether different ways and the majority of our endeavours are valued a similar way. In the same context, these qualities turned into the centre of IKEA’s culture and were consistently emphasized in preparing projects and workforce gatherings. Transparency and correspondence were significant qualities at IKEA. To accentuate correspondence, IKEA called all its representatives, paying little heed to rank, co-workers. In the same way, an eco-friendly business environment can help this organisation to manage their entire work process for making the business revenue better with this IKEA will be able to communicate with their shareholders and investors to develop their business margin. The good working culture can help employees to do their work with full of costiveness. With this, employees also be able to make different products as per their customers’ needs.

After an extensive assessment regarding the definite business processes and human resource management processes that are being carried out by the company, it is important to recommend certain definite ways with the help of which the company will be able to gain enough business processes. These recommendations will eventually help in carrying out the definite ways with the help of which the business processes of the company can be effectively enhanced effectively (Noe et al. 2017).

Moreover, the flexibility policies that have been introduced by the company helps in understanding the personal commitments that the employees of IKEA tends to perceive. The employees of the company are also further committed towards the condensed work weeks, which is associated with the notions of job-sharing and that of telecommuting. It eventually allows employees towards the doing of justice in order to carry out the definite perspectives in avoiding extensive business processes.

It is to be noted that, the notions of recommended practices that the company can consider ois by the association of the numerous challenges, which helps in carrying out proper professional practices. hence, the following recommended practices can be considered effective and are as follows:

  • The first and foremost recommended practice that needs to be assessed uis the aspect of improving the supposed hiring process. If the goal of the company is to improve their business processes, it is important for IKEA to be able to build up a definite team, which is characteristic strong and has experienced professionals. Within this team, it is important of IKEA to be able to motivate the productive processes of the innovative culture that the company tends to perceive (Presbitero et al. 2016).
  • The innovative initiation of the notions of employee appraisal and the development of employee productivity is another definite aspect with the help of which the setting up of policy and processes of programming the organising of employee appraisals that helps in the association of a definite employee output.
  • Keeping up with the goals and objectives in mind helps in the development of the innovative cultures that helps in carrying out significant notions of employee productivity. Keeping the missions, visions and objectives of the company in mind, it is important to concentrate on the connection of employees in order to understand the notions of business missions and objectives.
  • Planning up of incentive programs and the carrying out of effective business methods help in carrying out definite enthusiastic processes that helps in the achievement of goals and objectives effectively. The management of employee productivity and that of the helping of human resource management processes tend to locate a process that helps in the improvement of employee productivity at work.
  • The management of effective levels of employee productivity at work helps IKEA to be able to carry out their supposed processes effectively. It helps in locating the definite ways with the help of which the productivity of employees at work can be improved.
  • With an extensive utilisation of the HR software, it so happens that, IKEA will be able to carry out simple outlines towards the researching of the special design with which the company can carry out their business processes. It is recommended that the company transforms the notions of their HR administration in order to upgrade their spotfire, which will help them to carry out significant processes and will be able to direct their budget processes in a perfect manner (Inkinen, 2016).
  • The creation of employee development plans

In addition to this, the development of an innovative and pertaining culture towards the development of human resource management processes eventually helps i n carrying out the significant business processes. It eventually leads in the becoming of successful towards the initiation of an innovative culture, which helps in a breakthrough process of carrying out business activities, however, theses processes that IKEA tends to carry out are further responsible for the carrying out effective methods that are responsible for carrying out significant business activities (Adriaenssen et al. 2016).

Reference list

Adriaenssen, D.J., Johannessen, J.A. and Sætersdal, H., 2016. How can we improve the effectiveness of HRM strategy? A model for future research.

Ahmed, F., Hassan, A., Ayub, M.U. and Klimoski, R.J., 2018. High commitment work system and innovative work behavior: The mediating role of knowledge sharing. Pakistan Journal of Commerce and Social Sciences (PJCSS)12(1), pp.29-51.

Anselmsson, J., Bondesson, N. and Melin, F., 2016. Customer-based brand equity and human resource management image: Do retail customers really care about HRM and the employer brand?. European Journal of Marketing50(7/8), pp.1185-1208.

Bilsland, K. and Cumbers, A., 2018. Managerial control and the limits to employee participation in retail work spaces: evidence from a UK IKEA store. New Technology, Work and Employment33(2), pp.130-148.

Canedo, J.C., Graen, G., Grace, M. and Johnson, R.D., 2017. Navigating the new workplace: Technology, millennials, and accelerating HR innovation. AIS Transactions on Human-Computer Interaction9(3), pp.243-260.

Do, B.R., Yeh, P.W. and Madsen, J., 2016. Exploring the relationship among human resource flexibility, organizational innovation and adaptability culture. Chinese Management Studies10(4), pp.657-674.

Ericsson, A., 2018. Organizational Culture and Employee Loyalty: The Case of IKEA.

Foster, C.E., Horwitz, A., Thomas, A., Opperman, K., Gipson, P., Burnside, A., Stone, D.M. and King, C.A., 2017. Connectedness to family, school, peers, and community in socially vulnerable adolescents. Children and youth services review81, pp.321-331.

Frynas, J.G. and Mellahi, K., 2015. Global strategic management.

Gong, Z., Jiang, X. and Liu, L., 2019, March. The influence of brand culture on Enterprises: a case study of IKEA. In International Academic Conference on Frontiers in Social Sciences and Management Innovation (IAFSM 2018). Atlantis Press.

Inkinen, H., 2016. Review of empirical research on knowledge management practices and firm performance. Journal of knowledge management20(2), pp.230-257.

Ismail, Z., 2018. Lessons learned from youth employment programmes in developing countries.

Kundu, S.C. and Gahlawat, N., 2016. Effects of employee retention practices on perceived firm and innovation performance. International Journal of Innovation and Learning19(1), pp.25-43.

Lasrado, F., Gomiseck, B. and Uzbeck, C., 2017. Effectiveness of employee suggestion schemes–from critical success factors to outcomes. International Journal of Quality and Service Sciences9(1), pp.120-136.

Laurin, F. and Fantazy, K., 2017. Sustainable supply chain management: a case study at IKEA. Transnational Corporations Review9(4), pp.309-318.

Lertxundi, A., Barrutia, J. and Landeta, J., 2019. Relationship between innovation, HRM and work organisation. An exploratory study in innovative companies. International Journal of Human Resources Development and Management19(2), pp.183-207.

Lindgren, E. and Österlind, L., 2018. Inclusion in a recruitment process.

Mazzei, M.J., Flynn, C.B. and Haynie, J.J., 2016. Moving beyond initial success: Promoting innovation in small businesses through high-performance work practices. Business Horizons59(1), pp.51-60.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Paauwe, J. and Farndale, E., 2017. Strategy, HRM, and performance: a contextual approach. Oxford University Press.

Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit. The International Journal of Human Resource Management27(6), pp.635-652.

Rabenu, E., Tziner, A., Oren, L., Sharoni, G. and Vasiliu, C., 2018. HR Strength as a Mediator or a Moderator in the Relationship between HR Practices and Organizational Innovation? The Romanian Study. JEEMS Journal of East European Management Studies23(2), pp.203-233.

Saleh, N.B., Aich, N., Plazas-Tuttle, J., Lead, J.R. and Lowry, G.V., 2015. Research strategy to determine when novel nanohybrids pose unique environmental risks. Environmental Science: Nano2(1), pp.11-18.

Smith, P.E. and Rees, G., 2017. An introduction to the organization, its environment and human resource management. Strategic human resource management: an international perspective, p.3.

Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.

Releated Posts

Unlocking Banking Innovation: The Power of Knowledge Management

Introduction In the banking industry, knowledge management has become inseparable due to the rapid change in landscape of…

ByByGilbert TaylorOct 10, 2023

ACCT 2001 Business Valuation Using Accounting Analytics

School of Accounting, Economics and Finance ACCT 2001 Business Valuation Using Accounting Analytics Group Assignment (35%) Information Sheet…

ByByGilbert TaylorOct 10, 2023

Optimizing Deliveroo’s Website for Improved User Experience

Executive Summary Website is an essential element of marketing as well as a tool for the improvement of…

ByByGilbert TaylorSep 17, 2023

Enhancing Business Communication with Email

Professional Email Student’s Name Institutional Affiliation Advantages of Using Email to the Business Professional One of the advantages…

ByByGilbert TaylorSep 16, 2023
Leave a Reply