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  • Published on: 14th September 2019
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ILRHR 5600: Human Resource Management

Case Assignment 2

Prepared for: Professors Bradford Bell and Christopher

Collins of Cornell University

Ives Hall Faculty Wing, Room 162

(p) 607-254-8054

(f) 607-255-1836

25 November 2017

Prepared by:


Master of Industrial

and Labor Relations

Cornell University

The Subject Matter Expert chosen for this assignment is our friend Kenneth Snyder, a Human Resource professional at Mattel, Incorporated, and Google Scholar research.

Company overview

Mattel, Inc. is the world's largest toy company based on revenue. The company produces Barbie dolls, Hot Wheels and Matchbox cars, Masters of the Universe, American Girl dolls, and board games. The company's name is derived from Harold "Matt" Matson and Elliot Handler, who founded the company in 1945. Handler's wife, Ruth Handler, later became president, and is credited with establishing the Barbie product line for the company in 1959. Mattel closed its last American factory, originally part of the Fisher-Price division, in 2002, outsourcing production to China, the beginning of a chain of events that led to a scandal involving lead contamination. On Friday, September 3, 2010 a mini "Flash Crash" appears to have occurred in Mattel shares which plunged 22% in pre-market trade for no apparent reason, only to recover shortly thereafter.

Current Implementation of HRD

Mattel begins its Human Resource Development process even before they hire an employee. Mattel is a full value chain company which has many different aspects that it must focus on to include:  design, supply chain, retail, marketing, IT, process optimization, leadership and digital development, while implementing the proper human recourse development.  Therefore, they take their time in the hiring process to ensure they select the right person to fill one of their positions.  


CEO Margo Georgiadis looks for employees who want to be at a place that allows them to develop the mastery of what they are already good at and build additional strength in what they do well as a team player (Mattel Group, 2017).  Although She is not responsible for hiring each individual, this is the message that She promotes throughout the company. This is also backed up by the company mission to make a difference in the global community by effectively serving children.  

Implementation of Human Resource Development at Mattel is unique compared to most toy companies. Mattel starts with a three-week indoctrination period in which employees learn about all aspects of the company. Once the three-week indoctrination is over, the employee learns their actual role in the department and job they were hired for through formal and on the job training.  This is where Mattel starts to break out in their implementation of HRD. Mattel embraces an innovative spirit that enhances their fun and collaborative culture. Mattel encourages their employees to think outside the box to discover new and potentially better ways to make their jobs more fun and productive.

Employee Groups

There are four types of positions that have different recruitment options, which includes Human Resources Manager: Human Resource Director, Vice President of Human Resources and Chief Human Resources Officer (CHRO). For Vice President of Human Resources and HR manager positions, one would recruit from within the organization through job postings. Internal recruitment has its benefits, because it's an executive position and will consider approximately 15 qualified resumes.  It's critical that they live and breathe the corporate culture. If you feel that there is no one inside the company is suited for the job then there are many tools one can use to recruit externally, a popular one is which in an executive search firm which specializes in executives for companies.

Human Resource Practices

According to Lambert and Quintana (2015), when Mattel Global Manufacturing Principles was faced with finding a way to accommodate “employees of various religious backgrounds” in the workplace, the company addressed the problem under the umbrella of nondiscrimination.  Under nondiscrimination, the company respects not only the cultural, ethical, and philosophical differences of the many countries in which it operates, but also the needs of distinct employee groups within its manufacturing facilities.

The company has invested in solving the problem by accommodating employees in ways that are specific to the area in which it is doing business. In one plant in Penang, Malaysia, a very diverse area, Mattel provided a Hindu shrine, a Buddhist shrine and an Islamic Mush olla to address varying prayer needs. In Malaysia, where the company employs 10,000 people who are mostly Muslims, Mattel has gone in another direction. As part of the collective bargaining agreement a committee was put in place to help the company establish policies that would meet the needs of the local religious practices. As a result, the company allowed for two prayer rooms, flexible schedules to accommodate Friday prayer, and Muslim-sensitive menus in company cafeterias. Fasting and meal accommodations were allowed and there was paid leave given for religious activities. “Muslim employees who have three years of service at Mattel are permitted to make a pilgrimage to Mecca, entitling them to 45 days leave of absence with full pay” (BSR Staff, 2005).

Human Resources Development according to Noe et al, (2013) can be defined as “the introduction of organized activities designed to foster increased knowledge, skills, and competencies and improved behavior. HRD refers to learning and to the activities that bring about desired change.”  Human Resources Development is a part of HRM that deals with the training and development of the organization's people. According to Cascio and Boudreau (2012), strategic human resource management coordinates the organization's efforts to provide training and development experiences for its employees.  Employee training can be defined as a planned attempt to facilitate employee learning of job related knowledge, skills, and behaviors or helping them correct deficiencies in their performance. Development is an effort to provide employees with the skills needed for both present and future jobs.

HRD is a series of programs and activities, direct and indirect, instructional and/or individual that positively affects the development of individual and the productivity and profit of the organization. For instance, human resource alignment means integrating decisions about people with decisions about the results an organization is trying to obtain. By integrating human resources management into the agency planning process, emphasizing human resources activities that support broad agency mission goals, and building a strong relationship between HR and management, agencies are able to ensure that the management of human resources contributes to mission accomplishment and that managers are held accountable for their HRM decisions. This is especially important in light of the Government Performance and Results Act's (GPRA) push to align all agency activities, including HRM, toward achieving defined agency strategic goals and measuring progress toward those goals.


To increase sales through the future expansion of the company's huge varieties of toys and games, Mattel must deliver the best services to meet its client's needs.  Mattel works extensively with their clients to determine specific long-term and value-based goals that align with the organization's core values and culture.  Mattel associates with clients to create a partnership and cooperation. Mattel is not just aimed for profit and financial success; instead, success is based on client's satisfaction by going above and beyond the required expectations. Principles of Mattel's distribution continue to develop the inventories to bring forth innovative and successful management strategies within clients and suppliers. These strategies are focused on furthering our client's business transformations and providing fast delivery in a timely and effective manner. At Mattel, any improvement to the business process would obtain the right employees and implementing the appropriate business strategies. With globalization and consistent technological advancements, Mattel clarifies the need to stay updated on these changes to better fulfilling clients' needs.

The main objectives of the business to increase sales and ensure that there is a high level of customer service would require achieving business objectives. First, planning out the roles and strategy for the HR department. The information will be beneficial to know the values and qualities required for hiring the right person for the job. Also, it will highlight the concerns with a proposed solution for some of the areas within the company that needs to be improved. The roles and strategies that we recommend are aimed to support the company's expansion, the existing business and at the same time help meet the business objectives.

As in view of the association it is realized that there are at present insufficient workers in the association so evaluating current HR limit would be the best alternative and afterward contracting more representatives who could turn out to be adequate for the association. ‬‬‬‬‬

• Market Penetration: ‪by offering items to the clients in light of the fact that as it will expand the development and offers of the organization, there ought to be new routes for clients to utilize the item throughout expansion so it advantages the organization as well. ‬‬‬‬‬‬

• Market Development: ‪manufacturing more organizations or offering the item in various city or state in light of the fact that in the course of recent decades numerous quickly developing organizations depended on business sector advancement as their fundamental development procedure.

• Human Resource Factors: ‪It is vital for the HR in the wake of taking a gander at all the circumstance as the business is extending to permit time for representatives to develop through experience, to acquaint preparing and with contract more workers as it is first significant stride for business achievement. ‬‬‬‬‬‬

• Monitoring & Control: ‪Subsequent to putting every one of these suggestions it is better for them to put a more intensive look if everything is on track. By taking a gander at the financial plan of the organization and creating diverse projects for representatives so it could help the organization a great deal. Also, it is better for them to deal with every one of these procedures and supporting variables and to execute every one of these methodologies and to oversee all of them as it is imperative to connection all of them together. ‬‬‬‬‬‬

• ‪Training initiative addressed by HR‬‬‬‬‬: ‪As all the three representatives has dependably been contending and battling so to determine this issue they ought to acquaint them with specific projects, including administration improvement Programs as it could help the organization develop and advantage it as well. ‬‬‬‬‬‬ ‪As they have no formal client benefit so extensive preparing and administrative practices ought to be acquainted that could lead with hierarchical adequacy. ‬‬‬‬‬‬

‪The Human Resource department can convey the importance of hierarchical, group and individual adequacy and customer focused administration as it could change the low representative confidence. ‬‬‬‬‬‬ ‪By manufacturing abilities and certainty amongst the administrator and also between two different workers through the procurement of individual and gathering preparing and group advancement. ‬‬‬‬In this way, the HR department can contract applicants with collaboration aptitudes that could prompt awesome measure of achievement by working with customers at different phases of progress and transformational process from evaluating needs and appropriately diagnosing the issue and execute arrangements that could help the business and grow it as well and unique work as a group to achieve their objectives. ‬‬‬‬‬‬

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