Dell - Human Resource Management

This document includes the Human Resource Management of Dell - how it works, recruitment process, selection process, appraisal, training method.

1. Hemvati Nandan Bahuguna Garhwal University,
(A Central University)
CMTHS BATCH 2019-2021


Second Assignment
On




Subject- Human Resource Management

Submitted to- Submitted by-
Mr. Prince Verma Yogesh Raturi
MBA (Tourism) 2
nd
SEM

2. Dell Inc.

Dell Inc., formerly PC’s Limited (1984–88) is an American multinational computer
technology company that develops, sells, repairs, and supports computers and related
products and services. Named after its founder, Michael Dell, the company is one of the
largest technological corporations in the world, employing more than 145,000 people in the
U.S. and around the world (source: Annual report 2018).
Dell sells personal computers (PCs), servers, data storage devices, network switches,
software, computer peripherals, HDTVs, cameras, printers, MP3 players, and electronics built
by other manufacturers. The company is well known for its innovations in supply chain
management and electronic commerce, particularly its direct-sales model and its "build-to-
order" or "configure to order" approach to manufacturing—delivering individual PCs
configured to customer specifications.
Company Profile:
1. Company name - Dell Inc.
2. Headquarters - Round Rock, Texas, United States
3. Founded - February 1, 1984
4. Founder - Michael Dell (CEO & Chairman)
5. Area Served - Worldwide
6. Industry - Computer Hardware, Computer Software, IT Services, etc.
7. Number of Employees - 1,57, 000 (est. Feb 2019)
8. Revenue - US $90.6 Billion (FY 2019)
9. Website - https://www.dell.com/
10. Parent Company - Dell Technologies
11. Products - Personal Computers, Laptops, Televisions, Servers,
Peripherals, Smartphone’s and more
12.Business Type - Deals with Design, Development, Manufacture, Marketing,
Sales and Support of various systems and services
worldwide.

3. Dell Mission Statement:
“Our mission is to be the most successful IT systems company in the world by delivering the
best customer experience in all markets we serve. In doing so, Dell will meet customer
expectations of:
 highest quality
 leading technology
 competitive pricing
 individual and company accountability
 best-in-class service and support
 flexible customization capability
 superior corporate citizenship”

Dell Vision Statement:
“With the power of direct and Dell’s team of talented people, we are able to provide
customers with superb value, high quality, relevant technology, customized systems, superior
service and support, products and services that are easy to buy and use.”
Dell’s vision includes a culture where environmental excellence is second nature. Their
operations will place a high priority on waste minimization, recycling, reuse programs and
pollution prevention and align with the principles of their direct business model-efficiency
delivers customer value.

History:
Dell traces its origins to 1984, when Michael Dell created PCs Limited while a student at the
University of Texas at Austin. The dorm-room headquartered company sold IBM PC-
compatible computers built from stock components. Michael Dell started trading in the belief
that by selling personal computer systems directly to customers, PCs Limited could better
understand customers' needs and provide the most effective computing solutions to meet
those needs. Michael Dell dropped out of school in order to focus full-time on his fledgling
business, after getting about $300,000 in expansion-capital from his family.
In 1985, the company has produced the first computer of its own design—the "Turbo PC", sold
for US$795. The company never had to look back from then and with the development of

4. technology they spread their business worldwide in some few years. Today “Dell” is one of the
biggest Multinational companies of the world.
Organisational Structure:

Nature & Culture:
Dell believes in being direct in everything they do. Their ultimate success is based on
maintaining direct relationships built on trust. Their relationships with diverse partners help us
reach multicultural consumer groups across the world and recruit the best and brightest talent
to achieve success in the marketplace. Dell's Winning Culture and comprehensive diversity
initiatives create a corporate environment based on meritocracy, personal achievement and
equal access to all available opportunities. Dell focus on their internal efforts on cultivating
and promoting best practices among their global workforce in the areas of policy
development, training, recruitment, mentoring, development, advancement and culture
change. Furthermore, their Work/Life Effectiveness and career management programs
enhance their ability to retain and develop valuable team members and demonstrate their
commitment to the Dell Team.

5. Work Environment:
1. Recognize and reward ingenuity
2. Committed to our planet and our local communities
3. Take pride in our ethical practices
4. Encourage being connected and working in a flexible environment
5. Value inclusion
6. Provide exceptional career growth opportunities
7. Win together through hard work and collaboration

Recruitment Process:
DELL employs through both formal and informal ways of recruitment. Departments tell their
need to HR (Human Resource) department and then recruitment is done on the requirement
by the project. All candidates send their CV’s by post; they are then short-listed and are for
called next process. So those candidates then report at the DELL from where they are sent to
the Human Resource DELL for further interviews. But recently DELL has devised a new way of
recruitment i.e. online Applications. They give Ads in leading newspaper, Social Media
Platforms like Facebook, Instagram and LinkedIn and also use some other mass media
communication channels and then receive applications and CV’s online.

 Internal Method: DELL usually prefers “Job Posting” in which employees from within
the organization are preferred but if the organization feels that the employee is not
competent enough then they go for external methods.

 External Method: DELL usually prefers advertising through newspapers and their
official website for their recruitment purposes. They give an open invitation to everyone
to apply, so people who are interested come and if they are capable enough they are
hired. They don’t prefer any specific universities or colleges to get the applicants, what
matters are the potential talent and caliber of the person and his commitment to work.
Last year a scheme is started in which team of HR professionals visits different colleges
and universities to recruit fresh and passionate candidates.

6. The recruitment process is likewise the same as other organization’s but minutely varies
depending upon the ranks. In recruitment DELL keeps certain things in front e.g.
 What the person was getting (in terms of salary) prior to DELL’s Job.
 To check if the person is polished enough to adjust in their work environment.
 To check if he/she has the required technical skills and qualification that is required for
that specific job.

Selection Process:
In DELL, selection Criteria is based on numerous factors such as education, health, background
and previous experience.

1. Application:
The employment application is candidate’s first chance to present his qualifications to the
Organization. As such, it is extremely critical for his/her continued participation in the
examination process.

2. Written Exam:
Written exams are usually obtained from one of several test construction firms available
to them. These tests are designed to determine level of technical and/or analytical
abilities associated with the particular position for which candidate had applied.

3. Performance Exam:
Performance exams test ability to accomplish specific job related tasks by providing the
opportunity to actually perform them. These tests are scheduled through the Human
Resources Department office, with notification in writing of the date, time, location and
duration of the test. Instructions will be given on the tasks to be completed and then
asked to complete them. Each candidate had applied.

4. Specialized Testing:
Some positions will require specialized testing, such as technical skills, agility and
communication skills etc. These tests are scheduled just as like other tests.

7. 5. Panel Interview:
The results of this component of the exam process will be used to determine if candidate
should be included on the list of Eligible Candidates forwarded to the hiring authority for
consideration for a departmental Selection Interview. This portion of the examination is
normally weighted 100% (or as indicated on the Job Announcement).

Training and Development Program:
DELL has trained and developed many of its senior and fast track managers and supervisors.
For lower and technical staff the organization have a complete training calendar for the year, if
organization thinks and feel that an employee requires training to update his knowledge about
the field, he/she just have to report the HR department and he/she will be listed for the next
training program.

 On-the-job Training: As compared to other competitive organizations the training
program of DELL is quite different. It provides full opportunity to its employee to
develop themselves and also train them according to the requirements of their job.

 External sources: A trainer, facilitator and/or subject matter expert are brought into
the organization to provide the training session or an employee are be sent to one of
these learning opportunities during work time. These training opportunities are
provided in the form of seminars, classroom training courses and workshops.

 Learning through Simulations: Dell’s educational effort began in 2009, though the
programs are still considered new in the company’s culture. These are contemporary
programs that deal with the realities of today to the end; all these programs feature
simulations, in which participants form teams that make business decisions for
hypothetical companies. The simulations increase in complexity from one program level
to the next. They require participants to make decisions relative to the entire business,
about pricing, production, cost, new products, market direction, and more.

8. Promotion:
Promotion is direct shift only to the next level from then current grade, the employee’s
performance is evaluated and if his/her performance is above average he/she is given
promotion. DELL promotes only those candidates who are experienced and eligible for that
particular vacancy.

Appraisal Structure:
The competent employees are rewarded in shape of promotions, bonus, increments and
annual holidays and promotion. The results of an appraisal can be used to identify areas for
further development of the employee. The organization also uses different questionnaires,
which consist of numerous questions about the behavior of the employee, and then on the
basis of these answers personality of the employee is judged. When evaluation is made the
unsatisfactory performers are given warning. The employee after warning is put under
observation, for some period of time and if the employees’ performance is still unsatisfied
then are demoted or fired.