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Exploring IKEA’s Human Resource Management Strategies

May 5, 2023 | 0 comments

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May 5, 2023 | Essays | 0 comments

Executive summary

This definite consultancy report aims to identify the definite human resource management processes that have been carried out by IKEA to facilitate the associations of analytical perspectives,. In addition to this, the consultancy report will also help the undertaking of the varied notions of business processes that are being carried out to indulge in the innovative work culture that the company essentially perceives. The presence of proper innovative culture eventually held in the association of the analytical processes that helps in the processes of significant method responsible for the varied implications of methods and aspects that are associated with human resource management.


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Project outline

Over the years, it has been found that the [presence of innovative perspectives in human resource management has managed to gain enough effective authorities effectively. It is to be noted that, with the use of an important human resource management practice, the innovative business activities help in understanding the extent to which the supposed notions of appropriation of the definite business process can be achieved in a significant manner. With its headquarters in the Netherlands, IKEA has managed to gain enough innovative practices in their business processes (Mazzei et al. 2016). The company is an expert in the initiation of ready-to-assemble furniture that includes kitchen appliances along with a varied range of ghoomar services. The overall business processes that are to be carried out by the company helps in understanding the importance of work culture towards the innovative business processes and human resource management activities. The company is well-known for its modernist designs of furniture and that of interior design work has managed to infuse the presence of innovative activities that further attracts the attention of the customers. The corporate attributes that IKEA tends to perceive eventually help in the continuous business development and help in lowering the price of certain definite products that allows the entry of new products in their product range (Do et al. 2016).

Based on the notions of a case study of IKEA, it is important to undertake certain outlining processes, which helps men understanding the extreme tow hitch the project is to be carried out. It is important to hence it is important to notify the definite human resource, management processes that are carried out by IKEA to effectively nutrition the culture which eventually helps in promoting effective levels of diversity and creativity. It is also important to understand the definite ways that are responsible for the initiation of an effective work environment and the ways with the help of which the company tends to interact with the employees and are further associated with the notions of training programs and that of staff meetings (Ahmed et al. 2018).

On the other hand, the human resource management activities that are being carried out by IKEA help in the manifestation of the different work processes that exist within the premises of the organization. In addition to this, the company’s recruitment process and that of the training processes have managed to provide them with significant benefits that help in the notions of succession service delivery and policy making. The experience, capabilities and thinking of makers of policy, and those individuals who have liability for planning. The workers of IKEA are further associated with the provision of a stimulating work culture, which helps in carrying out proper innovative processes in an effective manner. The HRM department of IKEA is further responsible for the safeguarding of the strengthening of IKEA’s corporate culture and helps in the specific identification of a set of rules that helps in transforming the definite ways with which the company’s visions are to be brought into reality. The HRM development of the company is based on the continued success of the business processes of IKEA is further dependent on the continual business development of the coworkers of IKEA effectively (Lertxundi et al. 2019).

The primary vision that IKEA perceives within the premises of the organization helps in the inclusion of the employees and customers that helps in the understanding of the human resource philosophy. It is further subscribed towards the belief of the fact that the employees are supposed to be more productive and committed towards the company processes and helps in carrying out the needs and requirements of the company in an effective manner. The adoption of proper business processes towards the promotion of employee empowerment helps in offering generous benefits (Kundu and Gahlawat, 2016). The company has a view towards the development of a definite system, which helps in understanding the flexibility of the benefits that the company tends to gain. The accommodation towards different people towards the conducting of the human resource management philosophy helps in carrying out definite principles, which need to be taken into account (Rabenu et al. 2018).
Therefore, from this point of view, it can be stated that the presence of human resource practices helps in carrying out the processes of innovation cultures and HRM practices. The investigation of the extent to which the human resource management processes within the premises of the organization has captured the definite aspects of personal goals and objectives. Hence, HRM practices have managed to change the status quo of the innovative processes that need to be assessed (Canedo et al. 2017).



The notions of methodology essentially deal with the aspects of the definite ways with the help of which the entire research consultancy work is supposed to be carried out. It is to be noted that, the aspects of the initiation of a proper methodological framework into carrying out significant methods help in understanding the extent to which the research process is to be carried out.

Research strategy

The introduction to a research strategy tends to involve the major components of a research project. It further helps in encompassing the research topic areas and focus, which helps in understanding the definite research perspective. While carrying out a definite process of research strategy, it is important to identify the strategic interventions that need to be associated effectively. Hence, in the context of the case study, it has been found that the case study tends to understand the extent to which the innovative human resource management processes of IKEA is being carried out and the ways that need to be attained to understand the work culture perfectly. In this context, the use of empirical research with the help of gathering information from articles and journals will be carried out. It will facilitate the understanding of the adoption of definite ways that will help in the initiation of action-oriented research (Saleh et al. 2015).

Data collection method

The presence of data collection methods eventually helps in the proper understanding of the definite methods that need to be undertaken while collecting data. It is to be noted that, the imperative towards the association of data collection methods helps in the manifestation of the supposed attributes of research processes. Hence, in the context of the case study, it can be stated that the notions of secondary data collection metamethods been selected to conduct the study. With the initiation of a secondary data collection method, it will be easy and convenient to be able to identify the previous information that is based on the notions of human resource practices prevalent in IKEA and the definite way required to propagate the others.

Data analysis method

The data analysis method can be considered a process, which helps in the investigation and transformation of modeling data to interact with property and useful information. It is to be noted that it is also important to undertake and support proper decision-making processes, which are responsible for the variation in the data that has been collected. In addition to this, the association of data analysis of the data that has been collected and gathered needs analytical assessment to derive the results out of it. Hence, to fulfill the notions of the secondary data collection method, qualitative data analysis has been undertaken. It will help in carrying out extensive research on the notions of the journals and articles that have been gathered to carry out proper research methods and processes.


The presence of research methodology within a definite research framework helps in understanding tagged definite ways with the help of which the methodological processes in a consultancy report are to be associated. The use of the methods that have been identified helps in carrying out the necessary notions of the supposed processes that need to be assessed.

Literature review

In this study, we are going to have an overview of the policies of Ikea’s and their HRM policies and their management policies, their different programs, and their programs for the betterment of the competitive advantage. Gilbert (1991) indicated that the manager’s voice in encouraging employees. Ikea’s owner Kamprad was born a businessperson, he started selling matches to neighbors’ on his bicycle and started making a profit. Kamprad was 17 in 1943 when he formed IKEA; the Swedish founded company is a multinational group. They design and sell ready to assemble furniture, kitchen, and home accessories they are the world’s largest furniture retailer in the world since 2005. This study gives thoughtful information and analysis in the organizational culture of IKEA, their H.R practices, employee retention capabilities, etc.

H.R practices of IKEA

Community connectedness:

IKEA aimed to create a better life for many people, that included the improve its customer service to its clients. The associates or the employees, and customers making them work as a community. The human resource of the company believes that when the company takes care of the employees they are useful and productive and has managed to move fact in the changing business environment.

The company has a very patronizing stand towards the needs of the effecting the rate of premiums. For instance, an insurance firm that operates with many employees as they believe strongly in employee empowerment. IKEA has very powerful policies of H.R and they offer many benefits and generous offers to the company employees (Noe 2017). The implementation of the H.R policies and there are more or less applied uniformly to all the competitive advantage. Gilbert (1991) indicated that the manager’s voice in encouraging employees the company holds.

Selection and recruitment:

They look after the different needs of the different competitive advantage. Gilbert (1991) indicated that the manager’s voice in encouraging employees. In the late 1990s H.R policies of the companies were not able to pull out maximum benefit from the policies, as they did not give much preference to the individual needs and requirements. The company understands how to retain, acquire, and keep engaging the employees. The H.R management thought that they would benefit from the policies much more if they brought some amount of flexibility in the administrative parts of the management. After conducting various surveys and asking the competitive advantage. Gilbert (1991) indicated that the manager’s voice in encouraging employees to pinpoint questions about their needs and preferences, it was seen that they had different preferences and expected different things from different companies. Later on, flexibility was the major aim of IKEA and its human management resources.

The company had made various efforts for the accommodation with the different needs of the people, they have a very flexible holiday routine and officially, they give six holidays per year. They also allow the companies and businesses operate with certain expectations and values. employees of the company to decide the holidays they want to take in which part of the year. IKEA also introduced job sharing and telecommuting to allow the employees to have quality in both personal and professional lives (Foster et al, 2017). IKEA’s flexible policy was a major change in the company policy after the adoption policy in 2003-2004. They added video conferencing to work from home and it helped the employees to cut excess time, business travel, and cost of family time. The company was also open to transfer companies and businesses operate with certain expectations and values. employees to different locations that seemed fit for the employee. This rule clicked with the young companies and businesses operate with certain expectations and values. employees as the often wanted to work in different locations.

Training and development:

The company also invested in the prayer rooms and meditation rooms for the companies and businesses operate with certain expectations and values. employees and built lactation rooms for the benefit of the nursing mothers. IKEA, known for many generous and praiseworthy policies. The company gave full medical support and dental insurance to all the employees and free subscription of health magazines.HRM team is responsible for the training and development programmes. Training can give them more work experience and have happy and satisfied employees are safe and very inspirational. The employees are encouraged for pursuing more education so that it had some effect on the particular sector, for example, accounting, management, designing, etc. The study of knowing and learning various languages is also encouraged and the company paid more than 50% of the study program (Lindgren, 2018). The company also introduced yearly bonus programs and increases of $1000 per year. IKEA’s development program programs not only helped the professional to advance in their careers.

Retention and engagement of competitive advantage. It revolves around being hardworking and putting the customer first. employees:

The employees could use various books, online lessons, to sharpen their skills on a particular subject. The company also specializes on the safety, health, and management training programmes. Their self-assessment programmes area tool to let the internal marketing and the interactive marketing. The service triangle is premised that when organizations attend to their employees take the responsibility and gain knowledge to able in bigger and higher positions. In IKEA,’s employees at first do a self-assessment of their own self-assessments and identify with their own training requirement and specifications in coordination with the managers. The company focuses on the right kind of people with the right kind of attitude and the ability to understand and get along with the people to work as a team. They encouraged the employees to ask questions and also suggest some good options and suggestions to the company,. The company also gave confidence to the employees to express their ideas and beliefs.

Culture of work in IKEA

High level of informality:

The company takes a special notice on the humbleness in doing tasks. They promote calling out people by their first name and everyone enjoys the same office with the same opportunities and facilities.

Involving diversity among employees:

IKEA’s HR policies always promoted the diversity and creative qualities of employees. They think that the employees are the breast cancer. Ann has been a staunch Christian since childhood just like the rest of her family. Just as anyone would look after their families, children, and siblings, the company aims the same for their employees. Kamrad the owner of the company wrote that the spirit of the IKEA, their will to renew and cultivate cost consciousness, and the willingness to take new responsibility are praiseworthy. The humbleness and the behavior of the employees inspired everyone in the surroundings. The work culture is unique, as they do not call anyone by their rank but by simply saying them co-workers. It does not matter whether someone is a manager or a sales boy but both are appreciated in the same way (Gong, 2018). IKEA has a very basic simple structured design in terms of hierarchical systems.
The employees and the management of all the staff of the company are very friendly and courteous. The managers, the employees, and the other staff sat in the same office and shared same facilities. They all wear the company’s uniform and they always call each other by their first names. There is no precondition of the structure of the behavior or the job responsibilities and the behavior instructions in work. The company is cost effective and very cost-conscious. They offer a fantastically designed product in a low price so that the large amount of people is able to afford it. IKEA promotes a diverse affects both the organization and its employees. The effects of culture and believes in respecting employees. In some of the programs, the IKEA was hiring employees who would take some initiatives in being aware of the culture shock upon arriving in the United States. These students must understand the cultural biases that they might have or faced while hiring employees.

Teamwork values:

IKEA does not have a one-man show in the organization social infrastructure improvement like healthcare institutions, libraries and schools. Furthermore, if the local culture. They often promote values and sharing of culture and appreciate its outcomes.

The HR department also took special notice of the interviewing process for the minority applications. The company is very open to systematic changes and the capability of adapting to different levels of change (Ericsson, 2018). Their experimentations on various levels were the reason of successful achievements and creativity and designs for the future furniture designs.

The importance of strong and positive human resource management policies on employee retention and performance

The importance of the strong human resource management of the IKEA’S policy for the employee retention and their high performance lies in the H.R policies of the esteemed company. The company had included employees and the customers as their family and community. The H.R team of the company gives special notice of the beliefs and the commitment of the employees. Their policies clearly mentions that the productivity and the commitment of the employees only came from, when the needs of the employees were taken care of. The management policies enhanced the employee retention rate and performance when the company offers special generous benefits to the employees and the policies are applied uniformly to the employees of all levels (Ismail, 2018).

The H.R management team made special efforts like flexible holiday schedules and the flexibility of working designs, the inclusion of the flex time working days and hours. Their introduction of work by job sharing and the telecommuting was a major help to the employees. The company offered transferable job position to their employees and the concept was a hit with the younger employees.

The policies as they could take holidays for their quality of life. Arthur should be educated during the discussion with the doctor and also his family commitments like marriages and deaths. Employees get discounts of 45%in their store and restaurant purchases, encouragement to study that can be applied in the retail sector, apart from the economic downturn in the 1990s and 2000s the company did not cut any benefits from the employees (Bilsland, 2018).

The company is mentoring programs and their training and developments, programmes were bringing out benefit from the employees and their happiness index reached 65%, and the magazines like “FORTUNE” rated them as one of the first 20 great workplaces in the world

Effect of work culture on employee morale and the relationship between culture and employee retention

The effect of work United States (Arroyo, 2001). The Japanese culture on employee morale is very vital. A strong United States (Arroyo, 2001). The Japanese culture in a company can give huge benefits to the company.

Seeking recognition: If an employee of a company does not feel appreciated then it affects directly the morale of the company. If an employee is not appreciated then there is a little chance of the employee putting their best efforts. A survey revealed globally it costs $250billion losses from the side of unmotivated employees.

The need for Employee direction: Employees need to rection the managers to meet their needs and goals should reinforce them. Employees need to know their goals and strategies. They should have strong directional guidance from upper management.

The relationship between United States (Arroyo, 2001). The Japanese culture and employee retention are that the no organization can survive without talent. To retain the employees the companies need some amount qualities to tackle it.

Communication with employees: Being honest and communicating well are vital strategies by the company. Company often goes through surveys and meetings to know the real reason behind unsatisfied employees; by listening to them, they often create a good bonding between the company and the employees by turning dissatisfaction into satisfaction. IKEA promotes direct communication and open door communication with the employees they have full access to the management (Lasrado, 2017).

The satisfaction of the job: Dissatisfaction in a job often leads to quitting a job. When employees are caught in tighter situation, they often leave. Having a sense of satisfaction in a job is important as no company wants to lose their top talent.

A critical examination of the Ikea’s HRM policies and their employee morale

The analysis of IKEA and their HRM policies are unique in all the way possible,

Performance measurement: The assessment tool manages to allow to everyone to become aware of the situation. IKEA management policies of listening to their employees and communicating with them and their troubleshooting and also providing them with coordination and making them involved in the whole company operations makes them feel valued.

Participation: It involves making the employees solve important problems in the company. Their evaluation can be done through the measurements like work done, the result of the works, and characteristics of the work.

Motivational factor: IKEA’s success lies in the motivational factors of the company and their job satisfaction. The conditions of the works and the skills developed in the company and the nature of the work that employees are involved in are actually commendable. The other various policies like learning and development programs and the flexibility in the work schedules, standard holidays and the job sharing, telecommuting, transferable jobs, purchase discounts, learning courses and employee development programmes were absolutely fit for the employees they were happy with it. According to surveys, IKEA employees fall in the happy categories of employee satisfaction ratings throughout the world.

Examination of Ikea’s employee development programs and the advantages of the programs

IKEA is very committed to the development of the employees is clearly reflected in the policy papers and memorandums. The company gives preference to the development and programs and the advancements of the employees. The company launched “Partners for growth” that is an initiative to team both the senior and junior managers from different places to engage in mentoring programmes.

Another programme called “Paddle your own canoe” is a self assessment tool, it gives the opportunity to train employees to take responsibility and move to higher positions in the firm, others namely IKEA launched “open IKEA”, “Enterprise”.

Important cultural elements that promote employee retention and innovation

The most important cultural elements that IKEA promotes the retention innovation of the company are unique in its own way.

Mentorship: Putting a new team member with the veteran is a great idea they offer guidance and knowledge to the newcomers.

Compensation: In this essential competitive labor market, packages, salaries, and bonuses are very important. The health benefits, retirement plans and the other benefits are very essential for employee retention and health care sector. The act of patenting medical innovation (Paauwe, 2017).

Reward and recognition: Every employee wants to get reward and appreciation. A simple generous gift, holiday, or a simple gift card can help the company give importance to the valued employee.

Training and development: The industry and the companies always want to advance in their fields; some companies want development and always seek opportunities to grow. IKEA always wants its employees to attend the programs and learning sessions and the various types of courses. It only helps the company and the employee as a whole because it adds value to the company.


From the overall study, it has been observed that the company IKEA has used several strategies to maintain a positive business environment. Also, the management of the firm has used potential strategies and policies in order to maintain a competitive advantage. This process has helped the company IKEA to motivate the employees effectively. It has been evident that HR management practices have also been implemented within the company IKEA to enhance the performance of the employees (Noe et al. 2017). The management of the firm IKEA needs to use employee retention and innovation program by which they can maintain a positive business environment within the business. The management of the firm has also applied the reward and recognition process to motivate the employees. In the same context, HRM practices can also be implemented within the organization for mitigating the performance issues of the employees. However, the performance issues of the employees can also be mitigated by implementing the innovative human resource management process.

The management of the organization IKEA can also help the employees in enhancing their performance by providing those rewards and incentives. The rewards and incentives policy will also help the employees to work in an effective way by which the firm can provide good quality of products to the customers (Smith and Rees, 2017). On that note, it can be said that the company IKEA has developed its strategies and policies in such a way by which the employees can provide excellent services to the customers.

In addition to this, the HR department of the organization IKEA must try to implement the latest technology of HR practices by which the performance of the HR department of the organization can be enhanced. This will also help the authorities of the firm to develop a system, which can automatically analyse the performance of the employees. Moreover, the implementation of the machine learning process is also appropriate for the company to evaluate the performance of the employees. It has been identified that the company IKEA has followed the human resource management philosophies to help the employees to develop their performance (Laurin and Fantazy, 2017). Therefore, it can be said that the employee’s performance is very important to enhance the production process of an organization. To enhance the performance of the employees, the authorities of the firm can also take the help of a human resource information system. A flexible working environment has also helped the employees to overview their performance on their own. It has been evident that the company IKEA has also implemented job sharing, telecommunication, and workweeks policies within its business process. By implementing, the aforementioned policies have helped the company IKEA to motivate the employees. The implementation of job transferring strategies has also helped the employees to transfer into the flexible departments within the organization. On that note, it can be said that by offering proper facilities to the employees, the management of IKEA has developed a good impression among the employees (Anselmsson et al. 2016).

Implementation of new techniques

The management of the organization IKEA has also implemented new techniques and strategies in order to help the employees to overview their overall performance. It is also very important for the management of the organization to develop a positive business United States (Arroyo, 2001). The Japanese culture within the organization. This will also help the employees to gain proper knowledge from the firm about the organizational working United States (Arroyo, 2001). The Japanese culture. Also, the company IKEA mainly offers good quality furniture products to the customers. Moreover, the company is also involved in the activities of manufacturing of furniture products (Sparrow et al. 2016). On that note, it will be very helpful for the firm if the management can implement the latest technological devices. With the help of latest technological devices, the management of the firm will be able to enhance the production rate of the firm. In the same context, profitability as well as the sales rate can also be increased by implementing the latest technological devices. The authorities of the company IKEA has also provided some unique facilities like work schedules, time off for new parents, and childcare facilities to the employees. These facilities have helped the company IKEA to retain the maximum number of employees within the organization. The work scheduling process has helped the employees of the firm to schedule their work by which they can coordinate with their timing. This facility has also helped the employees to maintain the work-life balance. Therefore, the management of the company IKEA has implemented the potential strategies in order to help the employees to maintain their work-life balance (Frynas and Mellahi, 2015).

In addition to this, the flexibility policy has also been used in the organization IKEA to help the employees to maintain a flexible working environment. With the help of flexible working procedure, the management will be able to provide leaves for the employees who are newly married or new parents. The childcare system has also been used in the organization IKEA to help the children of the employees. Moreover, the senior authorities of the firm have also implemented a loan system. The loan system has helped the employees to take a lean from the firm for their own purpose. It has been identified that the organization put significantly in making its stores more agreeable for representatives amid non-working times and breaks (Noe et al. 2017). A few IKEA stores had „quiet rooms‟, where representatives could go to supplicate or think. Lactation rooms were likewise worked for the advantage of nursing moms. Numerous stores had nearby childcare offices overseen by IKEA or outside contractual workers and engaging rooms where representatives could get visiting companions and relatives. Therefore, it can be said that the employee’s motivation programs have also helped the management of the firm to enhance the overall performance of the organisation IKEA. The positive business environment has also helped the management of the company IKEA to offer potential offers and discounts to the customers (Smith and Rees, 2017). On that note, the customers will be able to market during promotion times. Getting a cut off discount on a certain amount of purchase a wide variety of products from the company IKEA.

The work United States (Arroyo, 2001). The Japanese culture of IKEA

The flexible working culture of IKEA has helped the employees as well as management of the organization IKEA to maintain a work-life balance system. In the same context, the work-life balance system has helped the company to attain a competitive advantage within its business market. Moreover, the work-life balance system is very important for the employees by whom they can maintain a perfect balance between their work life and personal life (Smith and Rees, 2017). Therefore, it can be said that the management of the firm has developed a positive business environment for the employees by which they can work effectively.

In addition to this, the flexible working culture of the organisation IKEA has helped the authorities of the firm to enhance the performance of the employees. In order to maintain a positive business environment, the management of IKEA has implemented a potential HR department. With the implementation of the HR department, the employees will be able to get many benefits. This will help the employees to enhance their performance in an effective way.

Conclusion and recommendation

As per the above paper, it can be concluded that in order to maintain the entire business process of the IKEA the organisation needs to communicate with their stakeholders on a regular basis. In the same context, as per the IKEA’s business process as well as the work culture perspective it has been seen that being furniture based organisation the organisation has grabbed the half of furniture market within the country. On the other hand, different policies and procedures need to be checked out properly by the management team to maintain business sustainability in an accurate manner. In addition to this being, the good work culture and good communication among the employees with customers most of the consumers mainly like to buy products from the shop of this organization in different countries.

In the same way, different advantages can be gained by the organization to the customers. As the HRM policies of the IKEA organization, it can be said that IKEA‟s positive human, resource management strategies can be upheld through a proper as well as supporting society that can have advanced decent different innovativeness to develop the business strategy within the international market. As per the management conversation perspective, it should be discussed that the work United States (Arroyo, 2001). The Japanese culture of IKEA was defined by a family-like quality that made interconnection or association between workers solid and open management history. “At IKEA, all the employees consider themselves as a working environment. The worker needs proper shelter, transport, medical attention, and time for their family. Similarly as one would care for their folks, kin, or kids, the colleague of this organization’s theory suggests that suggests that poverty is hereditary passing from one generation to another due to genetic upbringing. A child brought up in a poor family is urged to and exceeds expectations at supporting and dealing with one another. The genuine IKEA soul is still established on their business energy, on our steady will to recharge, on their valuable cost cognizance, on the ability to expect obligation and to help, on their humbleness before the errand and on the effortlessness in our conduct.

On the other hand, it has been seen that the management team members should deal with one another, motivate each other. These qualities turned into the center of IKEA’s culture and were normally repeated in preparing projects and workforce conferences. Receptiveness as well as correspondence was significant qualities at IKEA. To underline uniformity, IKEA called all its workers, paying little heed to rank, co-workers. It doesn’t matter what they do, regardless of whether in an office or on the business floor. The entire business management team of IKEA as a whole affects the client in altogether different ways and the majority of our endeavours are valued a similar way. In the same context, these qualities turned into the center of IKEA’s culture and were consistently emphasized in preparing projects and workforce gatherings. Transparency and correspondence were significant qualities at IKEA. To accentuate correspondence, IKEA called all its representatives, paying little heed to rank, co-workers. In the same way, an eco-friendly business environment can help this organization to manage its entire work process for making the business revenue better with this IKEA will be able to communicate with its shareholders and investors to develop their business margin. The good working United States (Arroyo, 2001). The Japanese culture can help employees to do their work with full of costiveness. With this, employees also be able to make different products as per their customers’ needs.

After an extensive assessment regarding the definite business processes and human resource management processes that are being carried out by the company, it is important to recommend certain definite ways with the help of which the company will be able to gain enough business processes. These recommendations will eventually help in carrying out the definite ways with the help of which the business processes of the company can be effectively enhanced (Noe et al. 2017).

Moreover, the flexibility policies that have been introduced by the company helps in understanding the personal commitments that the employees of IKEA tends to perceive. The employees of the company are also further committed towards the condensed work weeks, which is associated with the notions of job-sharing and that of telecommuting. It eventually allows employees towards the doing of justice in order to carry out the definite perspectives in avoiding extensive business processes.

It is to be noted that, the notions of recommended practices that the company can consider is by the association of the numerous challenges, which helps in carrying out proper professional practices. hence, the following recommended practices can be considered effective and are as follows:

  • The first and foremost recommended practice that needs to be assessed is the aspect of improving the supposed hiring process. If the goal of the company is to improve its business processes, it is important for IKEA to be able to build up a definite team, which is characteristic strong and has experienced professionals. Within this team, it is important of IKEA to be able to motivate the productive processes of the innovative culture that the company tends to perceive (Presbitero et al. 2016).
  • The innovative initiation of the notions of employee appraisal and the development of employee productivity is another definite aspect with the help of which the setting up of policy and processes of programming the organizing of employee appraisals that helps in the association of a definite employee output.
  • Keeping up with the goals and objectives in mind helps in the development of the innovative cultures that helps in carrying out significant notions of employee productivity. Keeping the missions, visions, and objectives of the company in mind, it is important to concentrate on the connection of employees to understand the notions of business missions and objectives.
  • case study in Los Angeles. Los Angeles: School of Architecture and Urban Planning up of incentive programs and the carrying out of effective business methods help in carrying out definite enthusiastic processes that help in the achievement of goals and objectives effectively. The management of employee productivity and that of the helping of human resource management processes tend to locate a process that helps in the improvement of employee productivity at work.
  • The management of effective levels of employee productivity at work helps IKEA to be able to carry out their supposed processes effectively. It helps in locating the definite ways with the help of which the productivity of employees at work can be improved.
  • With an extensive utilisation of the HR software, it so happens that, IKEA will be able to carry out simple outlines towards the researching of the special design with which the company can carry out their business processes. It is recommended that the company transforms the notions of their HR administration to upgrade their spotfire, which will help them to carry out significant processes and will be able to direct their budget processes in a perfect manner (Inkinen, 2016).
  • The creation of employee development plans

In addition to this, the development of an innovative and pertaining culture towards the development of human resource management processes eventually helps in carrying out the significant business processes. It eventually leads in the becoming of successful towards the initiation of an innovative culture, which helps in a breakthrough process of carrying out business activities, however, these processes that IKEA tends to carry out are further responsible for the carrying out effective methods that are responsible for carrying out significant business activities (Adriaenssen et al. 2016).

Reference list

Adriaenssen, D.J., Johannessen, J.A., and Sætersdal, H., 2016. How can we improve the effectiveness of HRM strategy? A model for future research.

Ahmed, F., Hassan, A., Ayub, M.U. and Klimoski, R.J., 2018. High commitment work system and innovative work behavior: The mediating role of knowledge sharing. Pakistan Journal of Commerce and Social Sciences (PJCSS)12(1), pp.29-51.

Anselmsson, J., Bondesson, N., and Melin, F., 2016. Customer-based brand equity and human resource management image: Do retail customers really care about HRM and the employer brand?. European Journal of Marketing50(7/8), pp.1185-1208.

Bilsland, K. and Cumbers, A., 2018. Managerial control and the limits to employee participation in retail workspaces: evidence from a UK IKEA store. New Technology, Work and Employment33(2), pp.130-148.

Canedo, J.C., Graen, G., Grace, M. and Johnson, R.D., 2017. Navigating the new workplace: Technology, millennials, and accelerating HR innovation. AIS Transactions on Human-Computer Interaction9(3), pp.243-260.

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