ASSIGNMENT COVERSHEET

To be completed by the student

Student’s Name: Student’s Edexcel Number:

Miroslav Vasilev OBC20004498
Group Name: HND Group 4 - Year 1 - Term 1
Tutor’s Name: Submission Date:
Shifan Razick 09/05/2021
Qualification: Unit Title & Number:
BTEC Level 4 HNC in Business (Pearson) Unit 6- Managing Successful Business Project
Yes No
Is this the first submission? No
Is this a resubmission? No
Is this a retake? No
 I confirm that the work submitted for this assignment is my own and that all sources of reference are acknowledged
in full and that it has not been submitted for any other course.
 I certify that the evidence submitted for this assignment is my own. I have clearly referenced any sources used in the
work.
 I understand that false declaration is a form of malpractice.
Student’s Signature: Miroslav Vasilev Date: 05/05/2021
 Project Plan 2

Table of Contents

Introduction......................................................................................................................................3
Aim and Objectives.........................................................................................................................4
Analysis...........................................................................................................................................4
Talent Management Challenges..................................................................................................5
Performance Management...........................................................................................................6
Solution for TM Challenges........................................................................................................6
Human Resource Strategy...........................................................................................................7
Selection and Recruitment...........................................................................................................7
Employee Satisfaction.................................................................................................................8
Conclusion.......................................................................................................................................8
References......................................................................................................................................10
 Project Plan 3

Managing a Successful Business Project

Introduction

The human resources department of an organisation is an integral part of the overall

business strategy. In the short term, this can have a direct impact on Amazon performance results

and play a crucial role between failure and achieving the hierarchical approach as the

association's goal (Painter‐Morland et al., 2019). Amazon's Human Resources department

indicated that the productive HR department must have direct methods in place that are

consistent with the goals and methodologies of the Amazon's business, as well as the ability to

evaluate, anticipate, plan and execute its actions. This staffing capacity is directly synchronised

with business objectives in an appropriate and appropriate public setting. Such departments can

fully implement at least one phase and thus transform the uncertainty in business associations

into clarity. In the current recession-based currency cycle, this is of great concern to the HR

department as it is a key accomplice of the association and ensures that the organisation's current

and long-term goals and dreams from the human capital customer perspective are realised

(Harney and Dundon, 2020).

At the same time, the compelling HR department can help Amazon pinpoint the

conditions of the environmental filters and use their resources and information to create a tight

environment for the Amazon (Gonzalez et al., 2019). This job defines Amazon's workforce

practices. Amazon is also known as one of the world's leading retailers, Amazon offers

customers advice, mobile and lighting methods, including goods and services sold to a wide

variety of businesses. The organisation has opened stores in the largest countries in the world

including “Germany, the USA, Canada, Japan and France”. The ability to work for a wide
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variety of purposes enables organisations to offer a wide variety of projects and services,

including music, as well as books. The association enables its customers to publish projects on

its website. The customer must use the correct material information and title in relation to the

material in question. Depending on availability and popularity, the results of the data concerned

are then transferred to Amazon's workforce management (Gallardo-Gallardo and Thunnissen,

2019).

Aim and Objectives

The aim of the research is to provide a researched based plan for Amazon to overcome

their talent management challenges. The research methodology is secondary qualitative which

means all the research would be taken form the sources including articles, journals etc.

 Provide analysis on their performance management

 Provide solution of talent management challenges

 Analysis on the importance of selection and recruitment and also provide solutions to

enhance employee satisfaction

Analysis

This Amazon HR management team discussed how HR management can play a key role

in building business connections in the organisation. Amazon believes this importance has key

talent to accomplish various commitments and organisational obligations. Thanks to the

Amazon's human resource management functions, Amazon's core objectives are tightly

integrated with HR's core objectives (Cutter, 2019). Companies accept that employees and

workers are one of the components that can best contribute to an association's performance. The
 Project Plan 5

Amazon strives to improve and enhance the skills of its employees through effective event

broadcasting and program preparation at Amazon's expense. This improves the self-actualisation

and job satisfaction of the employees. The basic elements of the personnel department are

controlled in this personnel management organised by Amazon.

Amazon includes selection and hiring, preparation and training, payroll, support for good

employee relations, and guarantees of legal and ethical coherence. These functions help to

improve a profitable work environment for employees and to support employees and employees

in realising their potential (Chamorro-Premuzic et al., 2019). The human resources elements in

the organisation enable employees to maintain good behaviour and guidance within the

organisation. The reason for managing human resources at Amazon is to maintain comfortable

and safe working relationships with employees and co-workers. The organisation's HR

managers meet their individual needs by providing a planning environment for employees.

Amazon's work environment should help improve meetings and personal performance within the

organisation (Arnett et al., 2018).

Talent Management Challenges

The specific business environment and talent flow in the UK pose clear challenges for

TM. In the previous section, they read up on the current business environment and the latest

comments on Amazon and various executives, including HR managers. They will focus on two

major TM challenges (Gonzalez et al., 2019). They recognise their fascination with talent (local

and unknown) and the fact that they remain local after completing a global mission. Fascination

and talent retention include exercises in the TM centre. Whilst Amazon's business environment
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and challenges may be somewhat unusual, other small economies may face similar challenges,

such as: B. Skilled worker brain drain, workforce diversity and the need to retain local residents.

Performance Management

As described in this Amazon Human Resource Management, the performance

management of Amazon is tailored to the specific requirements of the Amazon. The

organisation's performance management program can run endlessly on the main goals and

objectives. Amazon uses a performance management system to encourage important behaviour

amongst professionals (Gallardo-Gallardo and Thunnissen, 2019). The arrangements of the

organisation are very flexible and help employees a lot to achieve the goals of the association.

The expense management schemes used by Amazon help improve employee inspiration and

retention and improve their performance. The association offers incentives, health insurance and

pensions to encourage its employees.

Solution for TM Challenges

To determine what existing solutions might be possible when writing TM, they looked

for top-notch articles on auditing. These articles describe various topics, methods, and practices

that are similar to Amazon TM (Painter‐Morland et al., 2019). Whilst TM is still a relatively new

field as a field of insight, some revised articles have come into circulation that reveal a variety

and far-reaching writing processes. To determine the exam conditions, they searched for the

terms "talent", "talent management" or "global talent management" in the title and recalled the

term "research" in theoretical publications for Amazon. We've limited basic searches to school

diaries and included articles distributed between 2007 and 2017 (Chamorro-Premuzic et al.,

2019). There are three goals for determining this time range: the time frame is relatively late; the
 Project Plan 7

time frame is relatively late; Since 2007, the issuance and issuance of licenses for TM has

expanded significantly, and the TM field has developed significantly in recent times.

Human Resource Strategy

As Amazon's workforce management has shown, Amazon's social performance model

has been accepted as the best way to drive progress. Rate and rank each major human indicator

according to the development pyramid (Harney and Dundon, 2020). The organisation's

investment measures for internal and external audits are very important and can make the

organisation a pioneer in this environment across the Amazon. In modern authoritative updates

and gatherings, human resources are shared by understanding the business and working towards

the needs of the organisation. It helps to improve important plans related to employees and to

differentiate between existing problems and talent-related problems before the organisation starts

its work (Chamorro-Premuzic et al., 2019). At Amazon, the HR department is very careful and

responsible for adding value to their employees in order to make the association a reality.

Selection and Recruitment

Amazon's recruiting strategy is based on the belief that the right people are being hired,

who are more important than hiring people to fill jobs. As the organisation expands, adopting the

old and core standards requires changes in some of their technologies anyway if the number of

employees required in the association cannot come from schools and colleges. Recruiting

practice in the organisation maintains a dynamic backlog from departure (Painter‐Morland et al.,

2019). The organisation does everything to find employees at the highest level. More than 400
 Project Plan 8

selection experts can help identify, verify and recruit searchers from various associations. The

right person likes the absurd ability to hire people in the organisation (Gonzalez et al., 2019).

Employee Satisfaction

Amazon is committed to making groceries available to its employees by understanding

that the most recent graduates are an important part of it. That's why Amazon sets work as

grounds, not just as parking lots and work areas. The environment provided by Amazon includes

all employees who have the opportunity to complete the workspace at will (Harney and Dundon,

2020). Amazon gives employees the opportunity to improve and develop methods that

employees feel satisfied with. The satisfaction of the employees is the result of the management

of the organisation by supporting the exchange of units and the employees being comforted by

constantly evolving careers. High level organisational management is required to train

subordinate managers and help them develop and learn from events. The organisation intends to

implement such practices in order to spread employee satisfaction and commitment to the

organisation and to maintain a soul similar to the founding of the association (Painter‐Morland et

al., 2019).

Conclusion

An attempt is made to draw conclusions from Amazon's workforce management and

Amazon's workforce management, which not only show the professional human resources

department of the Amazon's business assistants, but also help shape the Amazon's general

business and operational strategies. As with Amazon, the way human resource practices and

methodologies intertwine at Amazon is an example of how the Goliath Association Amazon

 Project Plan 9

operates with a fundamental vision and goals, and how these associations bring cash and cash to

employees. The results, which the two companies released after a seemingly endless period of

time, show that the scale of Amazon and Amazon's investment in people and the extent to which

hiring managers adapt to the business practices of the two associations is becoming evident year

after year . These companies are just as annoying as corporations, and they respect both financial

support and surprisingly enthusiastic opponents. New changes and adjustments (sometimes due

to declines) in the two companies indicate actions or plans that may actually change the way the

companies work.

Only when the economy resumes its upward trend can the results of these exercises be

clearly felt. In any case, in the current timeframe, the standards and practices of Amazon and

Amazon can be fairly recognised and respected. The fame and lack of image are the result of this

decline. In any case, business associations that want to break through and survive in such cruel

conditions would get something big and important that others may not have. The HRM duties are

set by HR professionals from top universities who enable us to provide them with reliable online

support.
 Project Plan 10

References

Arnett, J., Goldfinch, B. and Chinta, R., 2018. Multi-dimensional nature of innovation at

Amazon. International Journal of Business Innovation and Research, 15(1), pp.1-13.

Chamorro-Premuzic, T., Polli, F. and Dattner, B., 2019. Building ethical AI for talent

management. Harvard Business Review, 11, p.2019.

Cutter, C., 2019. Amazon to retrain a third of its US workforce. Wall Street Journal.

Gallardo-Gallardo, E. and Thunnissen, M., 2019. Talent Management: Disentangling Key Ideas.

The SAGE Handbook of Human Resource Management, p.164.

Gonzalez, M.F., Capman, J.F., Oswald, F.L., Theys, E.R. and Tomczak, D.L., 2019. “Where’s

the IO?” Artificial intelligence and machine learning in talent management systems.

Personnel Assessment and Decisions, 5(3), p.5.

Harney, B. and Dundon, T., 2020. Amazon: HRM and change in the house of neo-liberalism. In

Case Studies in Work, Employment and Human Resource Management. Edward Elgar

Publishing.

Painter‐Morland, M., Kirk, S., Deslandes, G. and Tansley, C., 2019. Talent management: The

good, the bad, and the possible. European Management Review, 16(1), pp.135-146.