Employee Development Plan for Management of Tesla

Question

Task: Produce a 2500-word academic report, employing academic models, methods, and theories to develop a plan to meet identified personal development needs and expectations of individual employees in your chosen organisation.

Task Description
Choose any specific case study (either a project with your current employer or, if not currently working, any project of your choice) and:

a) Critically evaluate development vehicles (performance appraisal tools and techniques) available to your organisation and explain their effectiveness to which you think they are appropriate in identifying and satisfying the development needs of the individual employees to meet both individual and organisational success.

b) Propose a professional employee development plan with clear objectives for the chosen company with the suitability, feasibility and acceptability to meet the identified development needs and expectations of an individual employees.

Answer

1.0 Introduction
Management of performance has been integral contribution area that runs throughout an organisation. In other words, workplace development dependent on individual development in terms of expectations are concerned in an organisation. The current report has been based on the critical assessment of potential benefits that an organisation can have if there is a strategic employee development planof action and execution.Tesla has been chosen, as the case organisation dealing with the development of vehicle production and innovation (Tesla.com, 2021). In this paper, the aim would be to evaluate the management’s contribution in fulfilling the development needs of the individuals working for the company. Further, it would measure the performance appraisal methods and techniques being used from behalf of Tesla for its employees in meeting the potential benefits to the organisation along with the areas where they tend to be facing issues in meeting the needs of the individuals as well.

2.0 Brief background of the chosen organisation
Tesla has been popularly recognised for its creation of Electric Vehicles in the automobile industry in the global platform. In fact, the organisation needs no new prologue to the field of how to manage human resource management including the use of the areas of employee growth and development is concerned.The company has been entirely kept on its mission of developing sustainable energy ecosystem through its unique creation and innovation of battery cars (Ir.tesla.com, 2021). So far its production is concerned;it is found that the firm has given its target audience numerous range brands like Model‘X’ having of sport utility in its vehicle creation, whereas; Model ‘Y’, which is a Cyber truck containing high durability and a passenger seating model of seven (Tesla.com, 2021). Besides, it has been well known for its energy solutions and affordable as well as accessible car models with E-batteries.

2.1 Current uses of the training and development vehicles
Apart from the above areas, the organisation has also been remarkable for its Gigafactory based in Shanghai, where the management seems to be taking safety training programs for its employees along with a track of performance improvement. From the review of Nast(2021)currently Tesla is found to be involved in the training and development vehicles in preparing Autopilot self-driving system. In this regard, the firm seems to be proactive in providing its technical experts with training programs and recruitment for the sake of enhancing efficiency levels in the competitive market. However, it is observed that some of the engineering team in the production unit has been several times faced difficulties in handling the manual labelling method of designing and pipelines of the model of the cars (Medium, 2021). This is the reasons where Tesla seems to have incorporated Auto labelling tools and AI-based designing and labelling techniques.

3.0 Critical evaluation of development vehicles using performance Appraisal tools and Techniques and theories of HRM
From the above background, it is recognised well how Tesla takes its initiatives in managing their training and development vehicles so far. In this respect, it gives an association with the use of human resourcemanagement process in an effective way to understand the perceptions of the workerspart of the organisation. According to Gandini(2019), human relation theory of organisations deals with practice of sound knowledge about an individual idiosyncratic in responding to the workplace environment. Referring to Tesla’s case of current day training and development vehicles is concerned;it is noted although it continues to offer on-the-job training to its staffs; unfortunately, still faces some shortage of finding skilled apprentices for its Berlin factory (Eddy, 2021). So, it plans to prepare such skilled apprentices near about 150 for some of 10 industrial plant locations in its European regions. This would include for its warehouse logistics, as well as for its IT experts mainly in system integration that deals with AI-based 3D designingand labelling. In accordance with human relations theory, this case indicates that Tesla being a reputed image in the European as well as in its global market, it somehow fails to meet some workers’ association with the workplace, along with not being able to maximise its productivity, as per individual characteristics here.

Figure 1: Performance Management System
(Source: Shore,Cleveland & Sanchez2018)

In contrast, Shore,Cleveland & Sanchez (2018), opine that workplace diversity and inclusion is the growing culture that is essential in a global demographic trends and forecasts worldwide. It tries to determine the fact on systems management theory of managing human resources of an organisation, where multiple components works together depending on synergy, as well as communicating through interdependency on cross-functional team for a collective improvement. With reference to the case organisation here, it is acknowledged that Tesla practices Managerialreviews, which is likely to be the part of 360 degree feedback appraisal system, where they make sure employees receives merit awards, as per evaluation programs conducted by senior managers (cnbc.com, 2021).It seems to be unfortunately intervened and examined that the car manufacturing firm gets its systems managed under the theory, however; it is found that discriminations are still there in some headcounts of cutting edge formula that is commonly applied by the senior management in association with the HRM team of authorities.

For example, during the covid-19 instance, performance acceleration has been given only on merits, but it’s kept in hold in terms of controlling the economic impact of the pandemic situation so far (cnbc.com, 2021). This type of steep cuts for performance reviews is the recognition of this reality thatthe company’s multiple components operated in different locations is not in aligned with an appropriate system management practice in terms of communication or synergy or in using effective performance management system as well. As per Musk’s statement is concerned, it needs still a good approaches to be implemented for its future performance enhancement system.

3.1 Explanation of using an Application of HRM Model to evaluate Tesla’s effectiveness
Considering the above evaluation, it is once again thrown light into the use and application of the organisation’s HRM strategies and policies into the right model. On other terms, the HR functions can also be designed in a streamlined wayto distribute the key roles and responsibilities to the concerned persons available as well as fit for a particular position (Dastmalchian et al. 2020). This tries to demonstrate on the application of high performance work systemin the organisation that can include the universalistic practice of moderating culture and positive association between organisation performances along with employee satisfaction levels from motivation.

Figure 2: High-Performance work-based System
(Source: Dastmalchianet al. 2020)

Looking at this model, it signifies and draws attention on the AMO model in approach that mainly deals with ability, motivation and opportunity for effectiveness of bundles of HRM practices. Organisation structure of Tesla seems to be hierarchical, as it makes contribution on different operation areas with a top manager in every region of its factory locations under whom there are other middle-managers directed under the strategic policies flowed from the CEO(Tesla.com, 2021). Apart from that the task designand the information systems are channelized with highly efficient team supervisors who controls and supervises the junior-level staffs or workers in all its locations.

Unfortunately, in many cases it is noted that the organisation goalsand its performance outcomes differs on the basis of some of the major gaps found in the overall work-based system (Tschang&Mezquita, 2020).In compliance with the organisation career goals and employee development is a matter, it is quite positive to see that Musk believes in logic rather than hierarchy for any kind of communication in relation to the problems among the workers. Despite of this fact the middle-managers is found to be managing the staffs recruitment procedure under pressure to retain the workers with an unwanted force on resuming the works for the sake of productivity (NBC News, 2021).

In meeting individual satisfaction and development needs
Based on the model of HPWS, it is revealed in many situations here that in whatever way the company tries to improve its working environment even in between high level of competition, still; employee development needs as well as expectations are being affected due to various ways.

As per Annualreport.stocklight (2020), Tesla seems to be practicing Equity-based Incentives, as the key mode of offering long-term incentives to its Executives who mainly the middle-managers or the junior managers. On the contrary, there is no specific compliance or HRM policy of giving employee Bonus; rather cash bonus on spot basis for its labours in factory locations.

Besides, they have included Health and Welfare Benefits for their Chief Executives in the Middle-Management Levels covering medical insurance as well as stock purchase plan as well (Annualreport.stocklight.com, 2020). Nevertheless, their basic salary is comparatively low and there is a discrimination of huge differences of benefits that is being offered to the workers for the factories and warehouses in meeting the training contracts, vacation entitlement and remuneration schemes (Eddy, 2021). So, the problem found in the Germany’s factory location in finding skilled staffs and IT experts as per German regulation has not yet approved for checking all its HRM norms and facilities to its better method of meeting the individual needs and expectations for its future development.

In meeting organisational Success
Apart from the lack in individual needs and expectations, the organisation also found in facing issues of complete success in terms of sales and productivity is concerned. This is probably assumed to happen due to the gaps in strategic planning of HRM model by the senior leaders and its weaker approach made from behalf of the Supervisors involved in between to execute it well to the junior executives. For example, evidence finds a fact wheresome of the Middle managers and staffs complained during the lockdown with pressure to continue to come to the factories at work underlegal regulations, or treated to be terminated or unpaid leave (NBC News, 2021). In relation to this incidence, although the CEO seems to apologise through email as well as mention through a Memo to take safety protocols and requests to work and resume in a soft and professional way.

This kind of communication and professionalism reveals Musk, following the strategy of being transformational in situation and being very practical in logic and action keeps on changing decisions in a way that people are influenced in terms of emotions sometimes (Ir.tesla.com, 2021). However, its “hire-and-fire” system in a rude manner, as per Berlin’s Plant’s issue expresses the views in a satisfactory level. Thus, in many ways, organisational success is not being observed meeting sustainable development, which is further required to be modified with time and concerning about its future recruitmentprocesses are concerned. In other words, the management seems lacking in meeting compete HRM goals in its functional areas and practices.

4.0 Proposed professional development Plan
Tesla seems to be working on its future development vehicles and changing its ways of planning and process of HRM and individual needs and expectations. Referring to the above evaluation on the evidences, and its occurrence, it is briefly proposed below how a professional development plan can be effective in fulfilling the needs of the individuals and organisation success as a whole.

4.1 Clear objectives
The future objectives for its HRM would be:

• To achieve maximum retention of staffs with motivation system
• To provide effective opportunities for employee career aspects
• To implement high-performance remuneration schemes maintaining equity
• To include employee benefits of health and wellbeing maintenance of the man power resources

4.2 Plan considering the Suitability, feasibility and acceptability of the development needs and expectations of individual employees

Table 1: Professional Development Plan
(Self Created)

5.0 Conclusion
Therefore, as per overall discussion and evaluation on the company here, it is evident that the company has kept on trying to make sure about its overall staff safety in a different way. However, somewhere some of its mis-handling of situations and problems came as a declining result in many times. In fact, many cases were revealed about Tesla’s middle-managers or else its decision makers’ loopholes to be collapsed in between remaining a gap in the overall HRM system of working and practicing process. So far as the problems are concerned here, the above given professional development plan has been applicable for its individuals’ needs and development expectations so that they can be retained for long-term basis. Moreover, it has been set up, as per objectives set up above to fulfil and solve the problems found while managing the HRM practices in many aspects. Hence, the firm can withstand its position from some of its negative areas if they try to implement the above plan.

References
cnbc.com. (2021). https://www.cnbc.com/2020/06/19/tesla-tells-employees-merit-awards-are-on-hold-after-covid-19.html Dastmalchian, A., Bacon, N., McNeil, N., Steinke, C., Blyton, P., Kumar, M.S., Bayraktar, S., Auer-Rizzi, W., Bodla, A.A., Cotton, R. & Craig, T., (2020). High-performance work systems and organizational performance across societal cultures. Journal of International Business Studies, 51(3), pp.353-388.https://link.springer.com/article/10.1057/s41267-019-00295-9

Eddy, N., (2021). Tesla seeks to overcome recruitment problems at German plant with increased training. Employee development planAutomotive News Europe. https://europe.autonews.com/automakers/tesla-seeks-overcome-recruitment-problems-german-plant-increased-training

Gandini, A., (2019). Labour process theory and the gig economy. Human Relations, 72(6), pp.1039-1056.https://journals.sagepub.com/doi/abs/10.1177/0018726718790002

Ir.tesla.com. (2021). https://ir.tesla.com/_flysystem/s3/sec/000156459021004599/tsla-10k_20201231-gen.pdf
Medium. (2021). Tesla AI Day 2021 ReviewPart 2: Training Data. How Does a Car Learn.https://towardsdatascience.com/tesla-ai-day-2021-review-part-2-training-data-how-does-a-car-learn-e8863ba3f5b0

Nast, C., (2021). Why Tesla Is Designing Chips to Train Its Self-Driving Tech. Wired. https://www.wired.com/story/why-tesla-designing-chips-train-self-driving-tech/Annualreport.stocklight.com. (2021). https://annualreport.stocklight.com/NASDAQ/TSLA/20822228.pdf NBC News. (2021). Some Tesla factory employees say they're being pressured to return to work. https://www.nbcnews.com/tech/tech-news/some-tesla-factory-employees-say-they-re-being-pressured-return-n1205866

Shore, L.M., Cleveland, J.N. & Sanchez, D., (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), pp.176-189.https://www.sciencedirect.com/science/article/pii/S1053482217300529 Tesla.com. (2021). About Tesla | Tesla. https://www.tesla.com/about

Tschang, F. T., &Mezquita, E. A. (2020). Artificial intelligence as augmenting automation: Implications for employment. Academy of Management Perspectives, (ja).https://journals.aom.org/doi/abs/10.5465/amp.2019.0062