KPMG LLP is a subsidiary company of the KPMG international limited which is a multinational professional services network and one of the biggest four accounting firms. KPMG LLP is the subsidiary company which is active in the USA-Canada region. The company primarily has three lines of services which is financial audit, tax and advisory. These services are then divided into various other services and segments. The company relies on diversification and constant adjustments to its HR policy in order to cater to easy performance management systems and framework (KPMG, n.d.).
Vision
To be clear choice, to became and produce the best professional financial services which are ensured through extraordinary workforce and trust factor.
Promise
Working cohesively with the colleagues, clients, counterparts and communities in order to assimilate innovative approaches and deeper expertise to solve the problems and serve the clients and the stakeholders.
Values
To bring out the best in the people of the firm, as these set of values which seek to bring out the best in the people of the company. The company intends to develop their employees not just for serving the company, but to bring the best out of them for their lives and to bring utmost development optimally.
The common thing and the resonance which is found in the mission, vision and culture of the company is that the company seems to understand the value of the stakeholders as people and does not just focus on revenue and expanding the company. It seems to word in an ethical manner and have included in it the shared values which are the brand wagon of the modern capitalism. This core culture helps the company to create trust into the stakeholders and also work in a holistic manner for the community while sustaining their business.
The company has included a number of initiatives in the tougher times of covid 19 pandemic including a personal care time and summer shakeup initiative which gave additional vacations to the employees.
The company has also broadened its unpaid leave policy to enable the employees to extend the time above work in order to cope with the challenges created by the pandemic.
The company also allows the new parents to have a generous adoption subsidy and sports new mothers with a heavy maternity leaves a payment system. In addition to this, the firm also keeps a network of working agents to bring together young parents and has launched a special family and friend’s network to supports parents and their children with certain physical and behavioral needs.
Multiculturalism is the intact policy in KPMG as the company attracts both international and local talent for optimum research and analysis work. The company focuses on following elements for multiculturalism-
KPMG is among the first companies who adopted multiculturalism and diversity in their workplaces. The company focuses on following to maintain its multiculturalism
Learning and Development Policies
Learning and development programs are appealing benefits for the people. These programs not only contribute to the high-performance work system (HPWS) but will also attract newer and more talented people to the company (Alosani et al., 2020). With these learning and development programs, the aspirants have the chance to not only work for the salaries and remuneration but also have the chance to learn and develop themselves for a better future. This is like training the employees for a better future. It can be paid or company availed. The programs which are directly related to the benefits of the company can be free of cost while some programs which are purely for the purpose of overall development of employees can be offered on discounted rates within the same premise and setup which can save employees’ time and resources and can provide them with quality study and learning.
KPMG and KPMG both have focused on diversity and its importance at the workplace, whoever both the companies have reaped different areas of benefits from diversity management and concentrate to benefit their employees on similar fronts.
The company has been operating continuously in its food processing business with new products are invented from the same raw materials continuously. This is why we have been working on the HPWS model of human resource management which is important for innovation, creation, and inventiveness in food processing sector is required by the most important resource in the company which is the human resource. We have selected three possible approaches which are required to recruit and sustain quality employees for the future so that maximum benefits can be provided to the employees and company, with HPWS.
Learning and Development with Career Help-Policy Option
This is in consonance with the current HPWS model of the company as currently the company has 67 employees and has developed the HPWS for an effective and higher performance work system for which employee retention is important. Leveled employees not only work in the same company with efficiency but they also seek higher career opportunities for them. The company has to recruit 50 more employees, and have to devise an overall developmental learning program for better career growth of employees.
Cross-Cultural Collaboration and Diversity-Inclusion
Cross-cultural collaboration and diverse workforce policy are two very important and powerful tools for the employees to learn and develop in their overall perspectives. Workplace culture is very important to retain an employee as an innovative, cooperative and advanced workplace culture not only binds the employee but also makes him feel fundamentally satisfied with his future and career perspective (Asutosh et al., 2016). Diversity and inclusion is more than policies, programs, and other events. An equitable employer can win in the competition simply by respecting the unique needs, perspectives, and potential of their employees. This not only makes their employees more productive for their company but also satisfies them to the maximum so that they stay attached to the company (Prange, 2018).
Rewards and Recognition
Rewards and recognition are not only the motivation which is given by the employers but also the acknowledgment for the good work of the employees. Employees do not simply want wages for their work but the culture of an organization is such that it acknowledges the hard and smart work done by the employees to fulfill their needs of self-confidence, praise, and appraisal. This award system is to be structured to acknowledge both the intrinsic and extrinsic ways of work. This system includes all kinds of rewards and recognition which recognize the employees from every aspect (Lakshman, 2014). Rewards and recognition have evolved in the last few years and a bunch of new trends in the rewards are bound to change the shape of its future. It must be recognized as what is the intent of the running of such a reward program, what cultural and behavioral problems the company wants to solve r the values which are being promoted through these rewards and recognition. The dynamism in this culture is very high which increases the chances of success of other programs, events, and aspects as this culture support them to a high degree by creating a positive environment into the workplace. Out-of-the-box thinking and many solutions to a single problem are the most incredible gifts of this culture, the employees will be highly attracted to this culture and they would want to be connected to the company due to such cooperation and high learning potential created by this environment. Companies like Nike, Google, and Microsoft have4 long back applied this concept to their workforce and have found considerably positive results afterward. This culture does also cater to the needs of the ethical demands of the business to treat the employees and the communities as their direct stakeholders.
The technologies used in the recruitment and selection process of the organization are the applicant tracking system, digital templates, social media, and digital promotional technology for job advertisement, recruitment and selection portal which is integrated with all the current employees, managers and the information on the current recruitment process is updated there with the records of each applicant. Use of technology objectively-
Integrating Supply Chain
KPMG is always ready and open to changes in its supply chain operations, and it has well understood integration of the supply differences. It has a dedicated value chain policy on integration. It must be taken into account that handling a diverse services and employees from different backgrounds in a workplace requires a dedicated work culture policy for which various experiments have been n done to check their efficacy. A diverse work population and its thriving are highly potent both in the negative as well as the positive context.
Behavior in organization
KPMG encourages its employees on multiple levels and events to speak up of any idea or concept irrespective of its importance. It has the culture that popping up an idea is itself important and it must be shared. If the culture of the company encourages the employee to speak up without any fear of reprisal, the new employee can gain confidence in expressing themselves.
Reward systems
The company has multiple reward systems and benefits which are not only monetary in nature but create a sense of fulfillment for individual and societal levels (Kim, 2018). The company has given the freedom to every employee to ask for reasons of any decision of their department.
The company works ion the unconventional working arrangements which responds to the global; workforce in a strategic manner. The company is well versed and has value of an affective and encouraging HR policy and gives highest importance to its employees and their convenience. The company takes the advantage of digital technologies and gives a freehand to the employees to have flexible working hours as much as possible and has also circulated that working from anywhere is allowed after proving the productivity is not affected. Today the pressure is being exerted on the human resources and the global mobility of professional services. From the hundreds of professional in KPMG interviewing, it has been clear that the company has never preferred productivity against the will of the employees. There has never been a pressure to perform more which is why the company has given flexible working hours to the employees. Ambitious employees who are entering the workforce are demanding a grater flexibility of work to which company agrees and works to make an arrangement of supply and value chain of service delivery in accordance with the policies.
As the company plans to extend its work and process, it requires hiring more employees, it is very important to not only retain the present employees but also to recruit and train efficient and talented employees. For this to make possible, the company must implement some of the innovative and attractive employee retaining policies. The policies which are recommended above if implemented in the correct framework and proportion can give the highest results and the company can yield very productive results from the employees. The company has proved that taking care of the most potent resource in a company which s the human resource can make a company automatically reaches to newer highs. Currently KPMG is operating in around 145 countries and new plans of extensions are in pipeline.
Alosani, M., Al-Dhaafri, H. & Abdulla, A. (2020). Investigating the role of hrm practices on service innovation: empirical evidence from uae government agencies. Management Research Review.
Ashutosh. M., Verma, S.& Datta, S. (2016). high performance work system in india: examining the role of employee engagement. Journal of Asia-Pacific Business 17(2) 130-150.
Boon, C., Hartog, D. & Lepak, D. (2019). A systematic review of human resource management systems and their measurement. Journal of Management. Retrieved from https://doi.org/10.1177/0149206318818718
Canada top 100 (n.d.) top 100 employers. Retrieved from https://reviews.canadastop100.com/top-employer-kpmg
Kim, P. (2018). Integration of Management and Culture: The Culture of Dedication in Samsung Electronics and Apple Inc
KPMG LLP (n.d.) about us. https://home.kpmg/us/en/home.html
Kramar, R. (2013). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8),1069-1089.
Prange, L. (2018). Strategic hrm theories & models. Retrieved from http://www.electrified.ca/media/415c078faaf749b7ffff8006ffffe905.pdf
Richman, N. (2015). Human resource management and human resource development: evolution and contributions. Creighton Journal of Interdisciplinary Leadership 1(2): 120-129.
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