HRM ASSIGNMENT 2

Xiaomi
M.kugan 2001149

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Contents

• INTRODUCTION. 03
• TRAINING AND DEVELOPMENT. 03
• PERFORMANCE MANAGEMENT. 04
• EMPLOYEE RELATIONS. 06
• LEGAL AND REGULATORY FRAMEWORK. 07
• DIGITALIZED HR FUNCTIONS. 08
• CULTURE AND EMPLOYEE EXPERIENCE IN XIAOMI. 09
• STRENGTH OF XIAOMI. 09
• WEAKNESS OF XIAOMI. 10
• RECRUITMENT INTERN VACANCY ADVERTISEMENT. 11
• INTERVIEW CHECKLIST FOR RECRUITMENT INTERN. 12
• JOB SPECIFICATION. 13
• REFERENCE LIST. 14

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Introduction

Currently the smartphone industry has over 30 different brands with a market size of $484.81 billion
in 2022(newswire,2022). Xiaomi has been ranked on the top 3 contenders in total market share in
smartphone industry with over 13% in 2022, this makes people and job seekers a good brand image
on xiaomi corporation, as they are offer employees a competitive compensation benefit. Xiaomi was
founded in 2010 by Lei Jun along with six other associates in China, Lei Jun also was the founder of
kingsoft and joy.com. Xiaomi not only a smartphone manufacturer it's also a manufacturer in smart
hardware connected by an IoT platform at it's core.The company has workforce of over 33000
employees across all the world in manufacturing sector and a total of over 50000 employees. Xiaomi
products are now available over 100 countries but yet they produce some products only exclusive in
Chinese market. MI logo has different meanings, M for mobile and I for internet it also has another
meaning which Is mission impossible which defers that they had suffered huge pains in the early
stages. In 2014 xiaomi released its first smartphone and currently in 2021 xiaomi surpassed apple inc
to become second become the largest seller in the world. Xiaomis other brands are known as redmi,
mijia and Poco.
Muralikrishnan B, COO, xiaomi India says “Our people strategy is based on three pillars— we want
to be a preferred place to work for our employees, to drive a culture of engagement and create a
learning and growing culture for the workers and the company”. Xiaomi focuses on keep their
employees as a familiar culture and shows how important human resource strategy is.

Training and development

Training and development is an education program done for the employees inside the organization to
enhance the knowledge and skills to improve the efficiency and production the organization. Training
improves the skills of an employee and development improves the total personality (darwinbox,
2021).

Training and development in Xiaomi

Human resource of xiaomi trusts their employees and their teamwork as the key for their success, this
is why xiaomi seeks to uncover new talents all across the globe. Xiaomi offers comprehensive
training all across the world for their employees, the first training for new employees is is very
distinctive, the main purpose is to let employees learn about the five star service. Xiaomi mainly uses
mentoring sister for new employees. In 2021 xiaomi launched online training platform their
employees with 715 online courses and 219 learning project. Xiaomi launched new 10 year

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development strategy, this is a group learning development department which focuses on their talent
pool and structure (xiaomi,2021).
Below the table shows the training programs for their employees and their participation.

Performance management

Performance management is a systematic way or tool that helps managers to evaluate and monitor the
performance of their employees ( Investopedia, 2022). This is so critical tool for the management and
the organization.this shows how well the organization's talent is aligned to achieve organization goals
and objectives, without these points it makes HR mangers difficult to analyze the outcome and take
correct actions on process like training, recruiting and development.

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Performance management and motivation for employees in xiaomi

Xiaomi does not set any key performance indicator to monitor employees performance, but rather
they use flat organizational structure, which means there are few or no levels of management between
the higher officials and the staff level employees, which shows the most direct indicator reflecting
individual work. There are two types of reward for employees given by companies, it's financial
reward ( pay and benefit that workers receive in return for their work) and non financial reward
(reward received for employees as other than extra pay).
Xiaomi offers their employees equal pay for equal work by offering their employees sound
remuneration and benefit packages (xiaomi, 2022). As a long term incentives for the employees
xiaomi offers their shares as a reward for best workers. In 2021 xiaomi awarded 266.5 million shares
to 8455 selected participants. A total of 70.23 million shares were given to 3904 employees who were
engineers, fresh graduates, employees in core position as the annual excellent technology award. Then
a total of 119.7 million shares were awarded to 122 employees for technical experts, mid and senior
level employees as a 10 year entrepreneurship

As a non financial reward of xiaomi, the organization cares the mental and physical health of their
employees on top of social insurance and welfare in compliance with national law, they provide
• Annual physical examination
• Commercial health insurance
• Free online and offline psychological counseling services
• Recreational facilities including gym, book corner and cafe
• Baby care rooms

Some of the key performance management indicators used by xiaomi is shown below

1. Performance appraisal: xiaomi regularly evaluates their employees performance to identify

their strengths and weakness to improve. This helps employees to understand their role and
how they can contribute to the success of the business.
2. Professional development: xiaomi encourages their employees to pursue their professional
development by providing training and learning in order to be succeed to achieve their
personal goals.
3. Employee engagement: the company has program in place to encourage employment
engagement, such as team building activities, open forums and suggestion boxes.
4. Work life balance: xiaomi recognizes the importance of work life balance and offers flexible
work arrangements to support employees.

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Xiaomi tries to manage their employees work-life balance, according to a recent survey Xiaomi
employees are 95% satisfied with the benefits given by the company, in 2021 Xiaomi conducted
several activities; this includes 2021 Xiaomi family day, midsummer Sunday and etc, the organization
67 clips across the mainland in China and organize activities on April and September for new joiners
to connect and be related with other employees (Xiaomi, 2022).
The company provides their employee equal opportunity and open for promotions, to they set
reasonable assessment standards with regular promotion opportunities.

Employee relations

Employee relationship is the intention of the organization about what needs to be done and shat needs
to be changed in the ways in which the organization manages it's relationship with employees and the
trade union. By maintaining a positive relationship in the organization it encourages the employees to
be more loyal and more engaged at their work (bamboohr,2022). Organizations need to think that
employees are a key stakeholder and they are not an expense but a long term investment, this
improves and build strong bonds for their employees with the workplace.

Employee relationship in Xiaomi

Xiaomi believes talent is one of the most valuable asset and competitive advantage to achieve
technological innovations and maintain their leadership in fiercely competitive market (Xiaomi,
2021). To make employees feel they are important for the organization and included in decision
making, the organization is open for the employees to be given their ideas and advice on operation
and management. In order to reduce employee dissatisfaction, safety and security xiaomi develops
internal policies on recruitment, employment and benefit, such as employee handbook, special
provision on protection for female employers , to manage there employees globally.
xiaomi has launched new digital platforms inside the organization for employees use, this is to share
employees feedback anonymously and identified.

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Legal and regulatory framework

Business activity needs to be reviewed and certified with some government laws and regulation. This
is why a HR plays a huge role, Hr manager needs to be known with a countries laws and make sure
the business activities follows and obey the rule. Organization and the employees needs to obey the
rule and violation of the law may result in fines and more punishment by the local government.

Legal and regulatory framework in Xiaomi

Xiaomi trusts that human talent is the most valuable asset they have , they consider employees as an
asset rather than an expense. This is why they make sure the employees are safe according to the legal
laws and under certain regulatory systems (xiaomi,2021).
For employees safety xiaomi strictly obeys the production safety law of people’s republic of china,
on prevention of controlling occupational diseases and supervision on safe health at work. On 2020
Xiaomi received ISO45001 certification in Hong Kong. The organization devises programs such as
Mi project emergency.
In terms of workplace laws xiaomi needs to abide laws and regulations implemented in its operating
countries. This includes laws relating to employment contracts, minimum wage, working hours,
health and safety, discrimination and safety.
In china which is the home land of xiaomi , the labor law of the peoples republic of China outlines the
right and obligation of employers and employees in the work place. This law set minimum standards
for employment, including working hours, overtime pay and annual leave entitlements.
In other countries like Brazil and india, xiaomi should abide to those national laws and regulations.

Discrimination in workplace is prohibited on every organizations, this includes in xiaomi also. Xiaomi
needs to obey this laws and needs to avoid discrimination practices in its hiring, promotion, or
employment practices. This discrimination law includes as in China race, ethnicity, gender, religion
and other protected characteristics. Similarly in India this includes religion, race, caste, sex or place of
birth. In the countries it operates, xiaomi must implement policies and procedures to prevent and
address discrimination in the work place, this can include equal employment opportunities policies,
diversity, inclusion and initiatives, and trading programs. It is important xiaomi to comply with these
laws to avoid legal consequences for dicrimination claims.
In order to protect environment xiaomi started to manage the environment impact in accordance with
ISO14001.

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Below shows Xiaomi’s measure on legal policies (xiaomi, 2021)

Xiaomi is qualified with these legal certification

• ISO 9001 (quality management system)
• ISO 14001 (Environmental management system)
• ISO/IEC 27001 ( information security management system)
• R2 certification on international responsibility recycling (xiaomi,2021)

Digitalized HR functions

In this fast moving world, organizations tend to be known on the trends and weakness in the market,
everything in the world is becoming digitalized which makes life’s easier for everyone. As a role for
HR management , they need to be updated with new trends in the market on hr related like in
technologies and software which will make decisions and efficiency to be much better and faster.
This is why xiaomi being the biggest competitor for Samsung and Apple , the inside organization
decisions are made better and quicker with new softwares made for workers. Xiaomi has enabled
diversified communication channels including online for soliciting employees to give their opinions
and public notice during regulations amendment period (xiaomi, 2022). Labor Union recently
launched online platform for employees to provide feedback , solutions and track progress as
anonymously and identified feedback.
Xiaomi also provides online training for their employees, their online learning platform has launched
715 online courses.

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Culture and employee experience in Xiaomi

Xiaomi has a huge brand image in the world along with Apple and Samsung. New young companies
follows and monitor xiaomi so closely in the industry as they are one of the fastest growing company
in the industry. The company follows a flat organizational structure and an horizontal management
system with a flexible working environment for the workers. A flat organization structure means that
company has just three levels, at top level the seven co founders of the organization, a mid level of
department leaders and then the employees , each of the department manager controls their
department without interfering with other , one level for production, one level for marketing, one level
for hardware, one level for e-commerce. Xiaomi also has a diverse culture in their workforce, in India
manufacturing plant contains 95% of female workers, overall workers of 34% are female in the globe.
Xiaomi workforce is divided into two sectors, age and gender ,below figure shows that Xiaomi has a
mixed culture in the workforce.

According to regular surveys inside xiaomi organization, 80% of total employees participated and
gave result of 90% had high interest and expectation for their jobs at xiaomi, this was a rise from the
survey taken start of 2021 with 4% and rise in 5% who plans to stay in the organization more than 3
years(xiaomi, 2022) .

Strength of xiaomi

➢ Recognizing human talent as a valuable asset :- xiaomi realizes that human workforce is a
great and valuable asset and it should be looked as an investment rather than a expense. This
makes them to have more competitive advantage compared to other other competitors.

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 ➢ Less labor turnover :- organization like xiaomi make feel employees to be more comfortable
at their workplace, they will be more connected to the organization which reduces the rate of
labor turnover , which will save cost for the organization.
➢ Advance in technology :- current organizations are becoming more advance in technologies
this make the decisions to be made effectively and communication to be faster, if hr
managers make good use in technologies this will save more time and the operations to be
more efficient (pesteranalysis, 2022).

Weakness of xiaomi
➢ Offline distribution :- xiaomi human resource manager needs to be support the teams as well
on making decisions, consumers find difficult in purchasing xiaomi products at local shops as
the products are mainly sold online (marketing91,2019).
➢ Bad reputation :- xiaomi is a Chinese company which currently being banned in US markets
at some level due to political problem with China, this makes HR manager to find difficult to
recruit employees in those regions, this also restricts on sales as well on the brand reputation
to be affected.
➢ Budget constraints :- main purpose of HR is to maximize efficiency use on the resources to
receive maximum results, a budget constraint may effect hr decision making and carry their
operation. This will demotivate the employees when a company has lack of capital
(pestalanalysis,2022).

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Pre interview check list

• Review the job description and qualifications required to understand the job role
• Identify the core competencies required for the position
• Determine the selection criteria to assess candidates skills
• Develop interview questions
• Confirm the interview panel
• Review on candidates resumes
• Arrange the interview and notice it to the candidate

Interview checklist for recruitment intern

❖ Tell a bit about yourself

❖ Why have you applied for this job role?
❖ Why did you choose our company?
❖ What makes you to work in this industry?
❖ What skills would you bring on to our company ?
❖ What type of environment do you prefer?
❖ How would others describe you?
❖ Why are you best for this internship?
❖ How would you solve a negative feedback on your work?
❖ Where do you like to see yourself in next 5 years?
❖ Tell me about you last difficult assignment you completed
❖ Tell me a bit about your biggest challenge you faced
❖ Why did you choose this major?
❖ What makes you to achieve you personal goals?
❖ What your strengths?
❖ What are your biggest weakness you feel to be improved on?
❖ What’s your biggest achievement?
❖ At last tell me about your hobbies you do at free time

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Job specification

XIAOMI TECHNOLOGY

Job specification: recruitment intern

Department : human resource management

Education requirement

Bachelors degree in related field or equivalent

Enrolled at a European university when joining the internship
Proficient in English
Skilled and able to manage all ms office works

Other requirements

❖ Should be available full time between march and September 2023

❖ Good at multi tasking and team work
❖ Proficient in English
❖ High level of accountability, including the ability to work well under pressure and meet
deadlines
❖ Able to handle digital training platforms
❖ Adopt to new technology changes
❖ Need to handle customers patiently

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 Reference list

Annual report 2021. (2022). [online] Xiaomi, China: Xiaomi, pp.1–351. Available
at: https://ir.mi.com/static-files/b85f34c0-0010-4a8c-94b9-269d8cd4eca4
[Accessed 30 Jan. 2023].

https://www.facebook.com/marketing91 (2019). SWOT analysis of Xiaomi -

Xiaomi SWOT analysis. [online] Marketing91. Available at:
https://www.marketing91.com/swot-analysis-of-xiaomi/.

Momin, A. (2022). HR SWOT analysis: Why Human Resources Should Practice This
Study. [online] pestleanalysis.com. Available at: https://pestleanalysis.com/hr-
swot-analysis/.

Piao, X.-L., Choi, M.-C., Shang, X.-F., Han, J.-H. and Pan, X.-C. (2021). A Study on
the Organizational Culture and Performance of Xiaomi Corporation. International
Journal of Advanced Culture Technology, [online] 9(1), pp.52–57.
doi:10.17703/IJACT.2021.9.1.52.

Tardi, C. (2022). Performance Management—We Explain This Corporate Tool.

[online] Investopedia. Available at:
https://www.investopedia.com/terms/p/performance-management.asp.

www.bamboohr.com. (n.d.). What is the definition of Employee

Relations? [online] Available at: https://www.bamboohr.com/resources/hr-
glossary/employee-relations.

www.globenewswire.com. (n.d.). Press Release Distribution and Management.

[online] Available at:
https://www.globenewswire.com/en/search/tag/smartphone%2520market
[Accessed 30 Jan. 2023].

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Higher Nationals

STUDENT ASSESSMENT SUBMISSION AND DECLARATION

When submitting evidence for assessment, each student must sign a declaration confirming that the work is their own.
Student name: Assessor name:
Kugan Ama De Silva

Issue date: Submission date: Submitted on:

4/1/2023 2/2/2023 1/2/2023

Programme: Higher National Diploma in Business

Unit: Unit 3: Human Resource Management

Assignment number and title: Assessment 2

Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who break the rules, however
innocently, may be penalised. It is your responsibility to ensure that you understand correct referencing practices. As a
university level student, you are expected to use appropriate references throughoutand keep carefully detailed notes of all your
sources of materials for material you have used in your work, including any material downloaded from the Internet. Please
consult the relevant unit lecturer or your course tutor if you need any further advice.

Student Declaration
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I
understand that making a false declaration is a form of malpractice.

Student signature: Date:1/2/2023

BTEC HN Student Submission and Declaration Form

Issue Date: June 2021 Owner: HN QD
DCL1 Public (Unclassified)Version 1.0

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