Human resources management

1. UNLOCKING HUMAN
POTENTIAL
Introduction to HR
Management
PRESENTED BY: GROUP 1

2. TABLE OF
Contents
Introduction
02
03
Changing Environment of HRM
Globalization
Cultural Environment
Technological Advances
Workforce Diversity
Corporate Downsizing, Skill Requirement
01
04
Welfare Programs,Work-Life Balance
Impact of AI in HRM (Microsoft)
HRM in Tesla

3. WHAT IS HUMAN RESOUCE MANAGEMENT
Human Resource Management, or HRM, is the strategic function within a
company dedicated to effectively managing its workforce. Think of them as the
architects of a thriving employee experience. HRM oversees the entire
employee lifecycle, from attracting top talent through recruitment and
onboarding, to fostering growth and development through training programs.
They ensure employees are fairly compensated and receive valuable benefits,
while also maintaining a positive work culture that promotes employee well-
being and engagement. This includes crafting policies that balance the needs
of both the organization and its staff. By strategically managing the workforce,
HRM aims to maximize employee performance, boost morale, and ultimately,
contribute to the company's overall success. They play a crucial role in aligning
individual employee goals with the organization's strategic objectives, creating
a win-win situation for both.

4. KEY FUNCTION OF HRM
Recruitment & Selection
Training & Development
Performance Management
Networking
Online Freelancing Platforms
Professional Associations

5. WHAT IS HUMAN RESOURCE
HRD, or Human Resource Development, refers to the ongoing process
within a company that invests in its employees by providing them with
opportunities to grow their skillsets, knowledge, and abilities. This can take
many forms, from training programs and workshops to mentoring initiatives
and career development plans. HRD isn't just about improving individual
performance; it's a strategic approach to cultivating a highly qualified and
qualified workforce that can propel the entire organization forward. By
helping employees reach their full potential, HRD creates a win-win
situation, boosting employee satisfaction and engagement while ensuring
the company has the talent it needs to thrive.
Development

6. GOALS OF
HRD, or Human Resource Development, has several key
goals that benefit both the individual employee and the
organization as a whole. Here's a breakdown of the main
objectives:
Enhancing
Performance
and
Productivity
Fostering
Career
Growth
Boosting Skills
and Knowledge
Alignment
with
Organizatio
nal Goals
Succession
Planning
Creating a
Positive Work
Environment
HRD

7. BENEFITS OF HRD
HRD, or Human Resource Development, has several key
goals that benefit both the individual employee and the
organization as a whole. Here's a breakdown of the main
objectives:
Enhancing
Performance
and
Productivity
Fostering
Career
Growth
Boosting Skills
and Knowledge
Alignment
with
Organizatinal
Goals
Succession
Planning
Creating a
Positive Work
Environment

8. CHALLENGES IN HRD
STRONG ONLINE PRESENCE
HRD, while aiming to empower employees and
strengthen the organization, faces its own set of
challenges. Here are a few key hurdles:
Engaging
Employees
Time
Constraints
Identifying
Development
Needs
Keeping Up
with Change
Limited
Resources
Measuring
ROI

9. Globalization
Globalization is the increasing interconnectedness of the world,
driven by the movement of goods, services, ideas, and people
across international borders. This translates to a more integrated
global economy, with international trade flourishing, information
traveling at lightning speed through technology, and cultural
exchange happening on a wider scale. From your favorite
smartphone assembled in multiple countries to the international
reach of social media, globalization is a powerful force shaping the
world we live in.

10. Impact on employment
Impact on HRD
Impact on compensation
Impact on trade union
Other effects: Employee Empowerment
IMPACT OF GLOBALIZATION ON HRM

11. ADVANTAGES OF GLOBALIZATION IN HRM
Access to a Wider Talent Pool
Enhanced Innovation and Collaboration
Cultural Exchange and Development
Flexibility and Market Adaptation
Access to New Markets
Benchmarking and Best Practice Sharing

12. DISADVANTANGES OF GLOBALIZATION IN HRM
Cultural Clashes and Misunderstandings
Varying Labor Laws and Regulations
Language Barriers
Management of Remote Teams
Job Displacement and Ethical Concerns
Data Security and Privacy

13. CULTURAL ENVIRONMENT
in
HRM

14. Introduction
Understanding the Impact on Organization
Cultural environment in HRM refers to the
collective values, beliefs, norms, and behaviors
that characterize an organization.
It plays a crucial role in shaping various aspects of
organizational practices and policies.
Understanding and managing cultural dynamics is
essential for fostering a conducive work
environment and achieving strategic objectives.

15. KEY ELEMENTS OF CULTURAL
Environment
Organizational Values and Beliefs:
These represent the core principles
and philosophies that guide decision-
making and behavior within the
organization. They influence how
employees perceive their roles and
responsibilities.
Work Ethics and Attitudes:
Cultural norms shape perceptions
of work ethic, punctuality, and
commitment, which impact
productivity and organizational
success.
Leadership and Management
Styles: Leadership approaches
and management practices reflect
cultural values and can influence
employee motivation, trust, and
engagement.
Communication Norms and Styles:
Cultural norms dictate how
communication occurs within the
organization, including language
preferences, directness, and the
importance of hierarchy.
Cultural Diversity and Inclusivity:
The degree to which the
organization embraces diversity
and fosters an inclusive
environment impacts employee
satisfaction, innovation, and
performance.

16. SIGNIFICANCE OF
CulturalEnvironment
Shapes beliefs, values, and behaviors
Influences consumer preferences and business
practices
Drives innovation and fosters creativity
Promotes inclusivity and tolerance
Mitigates legal and reputational risks
Supports tourism and cultural preservation
Enhances cross-cultural understanding
Facilitates societal adaptation
Fosters global citizenship

17. Human
Resource
Management
TECHNOLOGICAL
ADVANCES IN

18. Introduction

19. HRIS platforms integrate` multiple HR functions such as
payroll, benefits administration, recruitment, performance
management, and employee data management into a
centralized system. They streamline processes, improve data
accuracy, and provide analytics for strategic decision-making.

20. Recruitment software, including applicant tracking
systems (ATS), enables organizations to automate
job postings, screen resumes, schedule
interviews, and manage candidate
communication. Advanced tools such as AI-
powered algorithms can analyze resumes for
keywords and match candidates to job
requirements more efficiently.

21. ESS portals empower employees to manage their HR-
related tasks independently, such as updating
personal information, viewing pay stubs, requesting
time off, and accessing training materials. This
reduces administrative burdens on HR staff and
enhances employee satisfaction.

22. Performance management software facilitates goal setting, ongoing
feedback, performance reviews, and development planning. These
tools enable more frequent and meaningful performance
conversations between managers and employees, leading to
improved performance and engagement.
LMS platforms deliver and track employee training and
development initiatives, including online courses,
certifications, and skill assessments. They support
personalized learning paths, progress tracking, and reporting
to identify skill gaps and training needs.

23. Workforce diversity is the inclusion of employees from different
backgrounds, races, cultures, genders, ages, religions, and sexual
orientations in the workplace.
Workforce diversity means a company has different type of
employees having different abilities and disabilities
No two humans are alike. People are different in not only gender,
culture, race, social and psychological characteristics but also in
their perspectives and prejudices
Workforce Diversity

24. BENEFITS OF WORKFORCE DIVERSITY
There are numerous benefits of workforce diversity
Increased Creativity & Producity
Company Profit Increased
Effective Decision Making
Boost Brand Reputation
Improve Employee Retention

25. CHALLENGES OF
Communication Barriers
Gender Inequalities
Generation Gaps
Diversity
Risk of Discrimination
Cultural Misunderstanding

26. Diversity Policies
Employee Trianing
Diversity Programs
Communication
WAYS TO MANAGE
Diversity

27. Work-Life Balance
Work-life balance refers to an individual's ability to
manage their professional and personal lives in a
way that feels fulfilling and sustainable. It's not
necessarily about splitting time equally between
work and leisure, but rather achieving a sense of
control and satisfaction in both areas. Ideally, work
shouldn't constantly encroach on personal time,
and personal obligations shouldn't significantly
hinder work performance. When work-life balance is
achieved, employees experience reduced stress,
improved well-being, and greater motivation,
ultimately benefiting both themselves and the
organization.

28. WHY WORK-LIFE BALANCE MATTERS
Improved Employee Productivity
Reduce Absenteeism and Turnover
Enhanced Employee Well-being & Morale
Increase Creativity and Innovation
Stronger Employer Brand and Talent Attraction

29. STRATEGIES FOR WORK-LIFE BALANCE
Time Management
Boundaries and Flexibility
Self-Care and Well-being
Company Culture
Mindfulness and Delegation
Leveraging Your Support System

30. The Challenge: The Ever-
Blurring Lines Between Work
and Life
The digital age has brought a wealth of benefits to our
professional lives, but it's also presented a significant challenge:
the blurring of the lines between work and personal life. This
constant connectivity can lead to feelings of burnout, stress, and a
lack of work-life balance.
Here's a closer look at why this is happening:
Technology: Smartphones, laptops, and constant internet access
mean we're never truly "off" work. Emails, messages, and calls
can come in at any time, making it difficult to disconnect and
recharge.
Work Culture: The "always-on" mentality can be pervasive in
some companies, with the expectation of employees being
available outside of regular work hours. This pressure to be
constantly connected creates a sense of never leaving the office.

31. INTRODUCTION TO
Corporate downsizing is the process of reducing a
company's workforce, often in response to economic
challenges. This can have significant impacts on employees,
their families, and the surrounding community.
Understanding the factors driving this trend is crucial for
navigating these complex transitions.
Corporate Downsizing

32. Organizational Restructuring
Companies may downsize to streamline operations, increase
efficiency, and adapt to changing business models.
FACTORS DRIVING DOWNSIZING IN
Economic Pressures
Fluctuations in the market, increased competition, and budget
constraints can force companies to downsize to remain
financially viable.
Technological Advancements
Replacing certain job functions, leading to workforce
reductions in some industries.
Today’s Economy

33. REASONS FOR CORPORATE DOWNSIZING
▪️Cost-cutting Measures -
Corporate downsizing is often driven
by the need to reduce expenses and
increase profitability. By eliminating
jobs and reducing the size of the
workforce, companies can lower
their operating costs.
▪️Changes in Market Demand -
When market demand for a company's
products or services declines,
downsizing may be necessary to align
the workforce with the reduced demand.
This can involve eliminating positions or
departments that are no longer needed.
▪️
Technological Advancements
Advancements in technology can
automate certain tasks and processes,
reducing the need for human labor. As a
result, companies may downsize to adapt
to these technological changes.

34. IMPACT ON SKILL
Need for Acquiring New Skills
Corporate downsizing often leads to the elimination of certain job roles and
functions.
Employees need to acquire new skills to remain relevant and competitive in the
job market.
Adaptation to Changing Job Roles
As companies restructure and downsize, employees may be required to take on
additional responsibilities and perform tasks outside their original job
descriptions.
This requires adaptability and the ability to quickly learn and develop new skills.
Requirements

35. TRAINING AND DEVELOPMENT
Training and development programs play a crucial role in
helping employees acquire the necessary skills to adapt to the
changing job market. These programs provide opportunities
for employees to learn new skills, enhance their existing skills,
and stay updated with the latest industry trends and
technologies.
Importance of Training and Development
Programs

36. Improved Job Performance
Increased Employee Engagement
Enhanced Employee Satisfaction
Reduced Employee Turnover
Increased Organizational
Productivity
BENEFITS OF TRAINING AND DEVELOPMENT

37. Internal Mobility - Create opportunities for employees to
transition to new roles within the organization.
Partnerships - Collaborate with educational institutions
and training providers to deliver relevant and effective
programs.
Financial Support - Invest in employee development by
offering tuition reimbursement, training stipends, or
access to online learning platforms.
STRATEGIES FOR RESKILLING AND UPSKILLING
EMPLOYEES

38. Employers are increasingly seeking employees
with strong communication, problem-solving,
and adaptability skills to
navigate complex, ever-changing
environments.
Changing Skill Requirements in the Workforce
Emerging Technologies
The rise of automation, AI, and digital
transformation is creating demand for
workers with technical skills and digital
literacy.
Soft Skill
Lifelong Learning
Continuous reskilling and upskilling are
becoming essential for workers to
stay competitive and relevant in the job
market.

39. THE IMPACT OF AI IN HUMAN RESOURCE MANAGEMENT: A CASE STUDY OF MICROSOFT
Introduction
Overview of AI in HRM
Microsoft approach to AI
Hiring Process
Employee Engagement and Retention
Ethical Considerations

40. Introduction
AI enables the collection and analysis of data in
your HR processes to eliminate biases and
guesswork to guarantee you are choosing the right
candidate or offering the best compensation and
benefits plan.
For example, mining recruitment data helps
uncover challenges so you can address them
objectively.

41. OVERVIEW OF AI
in HRM
AI is rapidly transforming HRM, with Microsoft playing a leading role.
Let's delve into the impact of AI and how Microsoft is shaping the
future of HR:
EFFICIENCY BOOST
AI automates repetitive tasks like
screening resumes, scheduling
interviews, and onboarding new hires.
This frees up HR professionals to focus
on strategic initiatives.
DATA-DRIVEN DECISIONS
AI analyzes vast datasets, uncovering
patterns and trends that improve talent
acquisition, performance management,
and employee engagement.
REDUCED BIAS
Pre-defined criteria in AI tools can help
eliminate subjective bias from resume
screening and candidate selection
ENHANCED EMPLOYEE
AI-powered chatbots answer questions
24/7, personalize training, and provide
real-time feedback, fostering a more
positive work environment.

42. Microsoft stands out in the AI-powered HRM landscape with its focus
on responsible development and a human-centric approach. Here's a
breakdown of their key strategies:
MICROSOFT'S APPROACH TO AI IN HRM
Focus on Fairness and Transparency: Microsoft emphasizes
fairness in AI algorithms to avoid bias in recruitment and
performance evaluations. Transparency around how AI systems
arrive at decisions allows for human oversight and ensures fair
treatment of employees.
Augmenting HR Professionals: Microsoft's AI tools are
designed to empower HR professionals, not replace them. AI
handles repetitive tasks, freeing HR to focus on strategic
initiatives, relationship building, and fostering a positive work
environment.

43. Enhancing Employee Experience: AI personalizes the employee journey
through Microsoft Viva's learning pathways and well-being insights. AI-
powered chatbots in Teams answer questions and provide real-time
feedback, improving communication and engagement.
MICROSOFT'S APPROACH TO AI IN HRM
Building a Responsible AI Ecosystem: Microsoft promotes responsible AI
development through its "AI for Good" initiative, which aligns with their HR
practices. This ensures that AI in HRM is used ethically and addresses
potential issues like job displacement due to automation.

44. LOOKING AHEAD: THE FUTURE OF
MICROSOFT'S AI IN HRM
By focusing on responsible development, human-centricity, and a commitment to a positive
impact on employees, Microsoft is shaping the future of AI in HRM.
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AI-powered Coaching: Microsoft is likely to develop AI-powered coaching tools that provide
personalized development plans and real-time feedback for continuous employee
improvement.
Predictive People Analytics: Advanced AI analytics might predict potential issues like
employee turnover or burnout, allowing HR to take proactive measures for employee
retention and well-being.
AI for Employer Branding: Microsoft could leverage AI to personalize job postings for
targeted audiences and automate candidate outreach, attracting top talent in a competitive
market.

45. Microsoft's AI-powered Hiring
Process Automation
Microsoft Dynamics 365 for Talent: This cloud-based platform
features a robust AI engine for talent acquisition. It can:
Screen resumes: AI parses resumes, identifying relevant skills
and experience based on job descriptions, filtering out
unqualified candidates.
Rank candidates: AI analyzes resumes and candidate profiles,
ranking them based on pre-defined criteria, saving recruiters
time.
Schedule interviews: AI automates interview scheduling by
suggesting suitable times based on candidate and recruiter
availability.

46. Microsoft's AI-powered Hiring
Process Automation
Microsoft Teams: Integrates AI for a smoother interview process:
Video Interviews: Microsoft Teams allows for pre-recorded
video interviews with automated scoring based on pre-defined
parameters.
Real-time captioning and translation: AI enables real-time
captioning and translation during video interviews, boosting
inclusivity for diverse teams.
LinkedIn (a Microsoft subsidiary): LinkedIn integrates AI into its
features to improve candidate matching:
Candidate matching: AI algorithms match job seekers with
relevant job openings based on skills, experience, and career
goals.
Skills assessments: AI-powered skills assessments evaluate
candidates' proficiency in specific areas, providing valuable
data for recruiters.

47. Enhancing Employee Experience
Personalized Learning and Development: AI analyzes employee data
(skills, interests, goals) to recommend personalized learning paths and
training opportunities, fostering growth and development.
AI-powered Coaching: AI coaches can provide real-time feedback and
guidance, helping employees improve performance and stay motivated.
Recognition and Appreciation: AI can track employee achievements and
suggest timely recognition programs, boosting morale and satisfaction.
Improved Communication: AI-powered chatbots can answer employee
questions 24/7, provide updates on company news, and facilitate
communication between teams, promoting a sense of connection.
EMPLOYEE ENGAGEMENT
AI can be a powerful tool to improve employee engagement and retention in
HRM. Here's how:
and Retention

48. Predictive Analytics and Retention
Identifying Flight Risks: AI can analyze employee data to identify
employees at risk of leaving, allowing HR to address concerns and
implement retention strategies.
Proactive Engagement: AI can predict potential issues like low morale or
skills gaps, enabling HR to take proactive measures to improve
engagement and prevent turnover.
Personalized Career Path Planning: AI can analyze skills and career
aspirations to recommend internal job opportunities or suggest
development plans for career advancement, fostering a sense of growth
within the company.
EMPLOYEE ENGAGEMENT AND RETENTION

49. ETHICAL CONSIDERATIONS
in HRM
AI in HRM offers immense potential, but ethical considerations
require careful attention. Here's a breakdown of the key issues and
what the future holds:
BIAS AND FAIRNESS:
AI algorithms can perpetuate biases
present in the data used to train them.
This can lead to discriminatory hiring
practices, performance evaluations, and
promotion opportunities.
TRANSPARENCY AND EXPLAINABILITY
AI decision-making processes are
opaque ("black box"). This lack of
transparency can erode trust and make
it difficult to understand how AI arrives
at its conclusions.
EMPLOYEE PRIVACY
AI-powered surveillance tools monitoring
employee activity and communication
raise privacy concerns. Clear policies
and boundaries are necessary to
protect employee privacy.
JOB DISPLACEMENT
Automation through AI might lead to job
losses in certain sectors. HR
professionals need to plan for reskilling
and upskilling initiatives to mitigate job
displacement.

50. Human Resource
Management
in
TESLA

51. FEATURES OF TESLA’S ORGANISATIONAL CULTURE
Move Fast
Do the Impossible
Constantly Innovate
Reason from “First Principles”
Think Like Owners
We are ALL IN

52. HR Process Description
Application
The position is announced on social media platforms such as Twitter. After
the announcement, interested individuals are expected to apply and submit
their credentials through the provided platforms.
Phone interview
A phone interview is the first interview conducted to understand the
applicants and offer direction on the next course of action. In this case, the
HR personnel calls an applicant, asks questions about interests in the
company’s basic skills, and arranges an interview, enabling the HR team to
appropriately shortlist the most qualified applicants for an interview.
Interviews
The interview process at Tesla consists of an interview with HR personnel,
onsite interviews, and an interview with the CEO. Once an applicant is
selected in the preliminary screening, an interview will be performed with
the hiring manager for appropriately 40-45 minutes. After the recruiting
manager interview, an applicant will have 3-5 onsite interviews. The final
step is the interview with the CEO.
HR PROCESS AT
Tesla

53. HR Process Description
Exam
The Hogan Personality test is a crucial aspect of this process. This
workplace personality profile estimates a candidate’s future performance
based on their strengths, limitations, values, and problem-solving
approaches
Assessment Centre
Once an applicant is invited to the Tesla Group Assessment Centre, they
will spend a day or two doing different things, such as giving a presentation,
taking part in group discussions, acting out different scenarios, and role-
playing. The applicant will also have to take tests and go on a number of
interviews.
Onboarding
This is a hiring phase where candidates who have been hired are taken
through the organization’s culture, such as values, goals, mission, and
vision.
HR PROCESS AT
Tesla

54. TRAINING
AND
Development

55. HOP enables leaders to develop systems that can tolerate
errors and fail safely. It prioritizes making it easy for workers
to do the right thing. The HOP team formed in 2021 and
spent 2022 investing in building tools and foundational
programs to integrate HOP Principles into daily work.
To be effective, we developed and deployed different depths
of HOP Training for every level of the workforce. 82% of
people leaders said that the HOP Training challenged their
assumptions and traditional beliefs about safety.
HUMAN AND ORGANIZATIONAL PERFORMANCE (HOP) PRINCIPLES SHAPE OUR
SAFETY JOURNEY

57. EMPLOYEE
Benefits
Every Tesla employee receives comprehensive benefits starting
from day one and has the option to be a shareholder
Medical, dental and vision coverage
A confidential mental wellness
program
Maternity and paternity leave
Infertility benefits, including assisted
reproductive technologies
Competitive starting wage, 401(k)
and financial planning
Option to receive stock grants
Generous paid time off and flexible
scheduling
Financial assistance for sudden
hardships
Discounted accessories and upgrades,
including free Full Self-Driving Capability
option package
Free shuttles, monthly carpool
subsidies and Bike to Work
Free EV charging
Discounts on dining, travel, cellphone
plans and fitness resources
Employees are encouraged to freely
discuss their wages and benefits as
well as raise issues internally or
externally to the Integrity Line—
available 24/7.
Health and Family Pay and Compensation
Unique Perks Open Communication

59. Tesla program is designed to assess whether similarly situated
employees are paid similarly after accounting for variables such as:
• Geographic zone
• Tenure (which determines how many grants are in the process of
vesting)
• Average performance score
• Job Function
• Management level and role HR also offers a Pay Equity & Pay
Transparency educational course to everyone in the People Organization,
with a focus on HR partners and recruiters. This course details what pay
equity is, why it is important, how unconscious bias affects pay and
hiring, best practices for hiring and compensation and how each person
can be an effective partner in helping the company achieve and maintain
pay equity.
TESLA’s pay equity program

60. TESLA provide a competitive wage that meets or exceeds the
wages of comparable manufacturing roles, even before equity and
benefits are factored in.
In 2022, Tesla's average national wage for manufacturing jobs in
the U.S. was $22.98 per hour, which is a 6.4% increase compared
to 2021. When including overtime and equity, that number goes up
to $27.52 per hour. No-cost health plans with $0 cost paycheck
deductions are valued at an additional $4.76 per hour, bringing the
average effective per-hour pay for manufacturing roles to $32.28.
According to the Bureau of Labor Statistics, the mean hourly wage
for Production Associates/ Assemblers is $18.75 and the median
is $17.87. Tesla continuously reviews salary and wages against
benchmarks and adjusts to ensure wages are competitive.
Evaluations for promotions also take place annually.
Manufacturing role compensation

61. TESLA’s employees can purchase Tesla stock at a
discount-regardless of role or seniority through the
ESPP. Enrollment in ESPP is easy with an internal site,
stock admin team and support through the
administrator. ESPP is open for enrollment for the
whole month of February and August. Employees can
change their mind and withdraw at any time. Shared
ownership enables our diverse talent access to
economic opportunities that enable wealth generation
stemming beyond their time at the company.
Employee Stock Purchasing Program
(ESPP)

62. HOW DOES TESLA
KEEP ITS
EMPLOYEES HAPPY ?

63. TESLA listen’s to our employees
Take Charge-our internal improvement suggestion
module-allows employees to submit
improvements in environment, health, safety,
security, people and more. Promoting a company-
wide culture of improvement, Take Charge is
used across all departments and regions where
Tesla operates. Executive leaders have adopted
and been trained in Take Charge. Submissions
can be made anonymously

64. TESLA investigate concerns and complaints
An employee can raise concerns or complaints to any
member of management, Human Resources (HR) or
Employee Relations (ER). If they prefer to report another
way, the Integrity Line is available 24 hours a day,
seven days a week and allows employees to report
concerns anonymously and without fear of retaliation.
Concerns are investigated promptly and impartially in a
manner appropriate to the circumstances. The ER team
engages in feedback loops with leaders and HR to
provide guidance on any appropriate follow-up actions,
which range from additional communication and training
to corrective action and discipline up to termination of
employment.

65. TESLA’s Work Force Diversity

66. As Tesla grow,it continue to address challenges
head on. From day one in New Hire Orientation,
employees learn about Tesla's respectful
workplace. Each employee is required to take Code
of Business Ethics and Anti-Harassment Trainings.
These trainings are part of Tesla's new global hire
onboarding process and training is completed on an
ongoing basis. Management regularly checks
completion rates and follows up to ensure each
employee completes all required trainings.
TESLA do not tolerate harassment and
discrimination

67. TESLA health programs promote
employee wellbeing
TESLA offer no-cost paycheck contributions for medical,
dental and vision plan options for employees and family
members-plus employer paid life, short- and long-term
disability, confidential counseling for employees and their
families, employee assistance programs and voluntary
benefit programs. Employees can also access student
loan and debt consolidation services, transportation
subsidies and $0 cost shuttles, backup childcare,
discount programs and tools and resources to support
growing families. In 2022, we expanded our benefits
programming to include 401k contribution matching and
a benefits concierge service for LGBTQ+ employees.

68. TESLA don't believe in a one-sizefits-all
approach to employee support programs
TESLA implemented pilot programs-like the Mental Health
First Aid and Employee Assistance Program (EAP) education
and training pilot in Australia-aimed at increasing our positive
impact, minimizing our negative impact and collaborating with
general workforce health. At Gigafactory Shanghai, we provide
regular health seminars for our employees. We also hire a
professional physiotherapy team to solve various physical
habit problems. The Employee Assistance Program supports
employee mental health, providing a 24/7 mental-care hotline
to employees and their family members at zero cost. They
also offer access to the Mental Care Training Program and
First-Aid Messenger Training Program

69. From day one during onboarding, employees are exposed
to our Diversity, Equity and Inclusion (DEi) principles and
are encouraged to join Employee Resource Groups
(ERGs)- led by passionate individuals who care about
creating a strong community experience within Tesla. Our
ERG events and opportunities focus on career
development, cultural appreciation, community building to
promote inclusion, help with retention and diverse
recruiting. We saw a 42% increase of new members into
our various ERGs from 2021. In 2022, we launched a
nationwide internal DEi newsletter reaching all people
managers and HR team members.
Inclusion is everyone’s responsibility

70. Empowering employees to identify improvements
Take Charge is a leading indicator for safety by
engaging those closest to the work as well as their
supervisors to establish a process to address issues
proactively. Take Charge is owned by operations and
integrated with Tesla's core operational values. To
ensure integration, submissions are categorized into
Safety, People, Accuracy, Rates and Cost (SPARC):
66% Safety 7% Rate 11% .People 2% Cost 4%
Accuracy (Quality) 8% Other.
EMPOWERING EMPLOYEES TO
Identify

71. TESLA’S APPROACH
TOWARDS BUILDING
A Community

72. We build environmental equity through our people, products and programs.
With this lens, we select the communities in which we operate and provide
opportunities for employees to engage in the communities in which they
work. Tesla Impact Since the employee volunteer program began in 2020, it
has been growing rapidly with participation more than doubling year to year.
This past year, volunteers engaged in events year-round, including major
initiatives held on Earth Day in April and during the Week of Service in
October. +$840K Impact Report 2022 value of Resiliency Project in
Oakland, CA People Culture EV Charging Donations In 2022, Tesla
continued to enable access to EV charging infrastructure in local
communities by partnering with local organizations that have a direct
presence in their communities to donate Level 2 EV charging equipment.
Tesla engaged with over 20 diverse partners serving disadvantaged
communities across the country and new Tesla factory locations.
Supporting the communities we work in :
Sustainability

73. We engage and inspire young people through STEM-
focused programs and events. By providing resources
and support to underrepresented communities, we are
preparing them for careers and energizing them to
become the next generation of Tesla leaders. $37.5M
K-12 education commitment in Nevada Our
commitment provides support to over 4,100 students
to participate in competitive robotics, and thousands
more participating in robotics in-class learning.
• 13 Tesla Robotics Labs complete or near completion
• 2,500 teachers trained in computer science by
Code.e r g
• 1,200 sq. ft. open-source, bilingual museum exhibit
• 30+ teacher externships hosted
Inspiring the next generation of Tesla leaders:
Education

74. Internships Apprenticeships-Over 3,000 university and community
college students from around the world are hired for internship and
apprenticeship opportunities at Tesla annually.
Tesla START-Tesla START is an intensive training program providing
individuals with the skills necessary for a successful technician role at
Tesla
High School Graduate Pathways-Tesla's Manufacturing Development
Program is designed to provide graduating high school seniors with the
financial resources, coursework and experience they need to start a
successful manufacturing career at Tesla.
Creating pathways to career opportunities:
Workforce development
To make a positive impact, we need to create a talented and engaged
workforce with ample opportunity to contribute to our mission and grow
professionally. We are focused on creating pathways to career
opportunities internally across Tesla through strategic initiatives such as:

75. Cross-Culture Training
HRM practices such as cross-culture training have a long-term
and considerable impact on employees’ work output.
Effective education on diverse cultures in the workplace can
assist employees in dealing with issues such as experiencing
new working settings and cultures, preparing employees for
change, revamping, and the extensive (Blank, 2019).
Additionally, the procedures must be regularly altered to
effectively handle the difficulties posed by the organization’s
changing environment. For example, it enables employees to
work in different parts of the country and has a diverse
workforce. With cross-cultural competency, Tesla is sure of
effective performance due to collaboration.
HRM PRACTICES AND THEIR IMPACT ON ORGANIZATIONAL PRODUCTIVITY AND PROFITABILITY

76. .
Hiring Process and Motivation
Tesla’s HRM practices, such as recruitment and motivation,
guarantee that people are happy, skilled, and productive. They
also ensure that employees can contribute meaningfully to the
organization’s growth (Business Insider Africa, 2017). These
practices have a tremendous impact on the interaction
between employees and the organization. HRM methods
contribute to developing viable exchange links between the
organization and its employees based on shared trust and
responsibilities. Employees contribute their services to the
organization in exchange for the perks and other benefits that
the organization provides. Employees’ perception of job
satisfaction is determined by their achievements and working
abilities.

77. Training equips the employees with the required capabilities to become the best car company across the globe.
Tesla is focused on designing and building the best products for its customers (Shet, 2020). This indicates that
the company concentrates on using appropriate resources to develop quality products. To achieve this, Tesla
requires employees who can help achieve this objective. Training is the process of improving employees’ skills,
knowledge, and competencies to perform their current jobs effectively. The main goal of training is to assist Tesla
in achieving its objectives by adding value to its employees. Therefore, training is an initiative adopted by the
corporation to help develop quality products for its customers.
Moreover, training employees is an HR practice that assists Tesla in achieving sustainable objectives. The
corporation is changing the global transportation sector and the world away from polluting combustion engines
towards a more sustainable and environmentally friendly energy source. To achieve this, the employees must
understand the mission and vision statement of the company and work towards making them a reality (Sims and
Bias, 2021).
THE HRM PRACTICES ALIGNMENT WITH THE TESLA BUSINESS OBJECTIVES

78. Skill development is an important prerequisite for sustainable
development. As a result, training is essential to Tesla,
especially in addressing the opportunities and challenges to
attain the new demand of changing economies and new
technologies in globalization.
As a multinational corporation, cross-cultural training help
prepare employees to operate in a diverse culture. It equips
employees with the necessary skills to operate in a diverse
workplace (Lattuch, 2021). In addition, cross-cultural skill
development lessens the impact of culture shock on
employees posted abroad or international assignees,
increasing the likelihood of a successful international
assignment (Sims and Bias, 2021). It also allows them to
communicate more effectively with their colleagues, fostering
stronger bonds and increasing respect, trust, and workplace
productivity. Therefore, cross-cultural training also assists
reduce employee turnover due to increased satisfaction
achieved through the positive relationship among teamwork.

79. Tesla’s organizational culture puts emphasis on innovation.
An advantage of this cultural trait is that it enables the
corporation to develop high-technology products that attract
its customers. For example, Tesla automobiles, combined
with the company’s powerful branding, have an increasing
share of the automotive market. This advantage aligns with
Tesla’s generic competitive strategy and intensive growth
strategies. The corporate culture is also advantageous in
terms of support for rapid response and problem-solving. This
cultural trait keeps the automaker abreast of new
technologies while making its products effective and relevant
to customers’ needs and preferences
TESLA’S ORGANIZATIONAL CULTURE: IMPLICATIONS, ADVANTAGES DISADVANTAGES

80. A disadvantage of Tesla’s organizational culture is
its pressure on employees to constantly innovate.
Innovation benefits the company but puts a strain
on human resources. Nonetheless, when properly
implemented, this cultural characteristic ensures
long-term business competitiveness. Also, Tesla’s
organizational structure (corporate structure)
imposes limits on the responsiveness of
employees, thereby counteracting some of the
benefits of the company culture in facilitating
speedy decisions and actions to address concerns
in the automotive and energy markets.