HRM plays a significant role in each and every company to run the business activities successfully and smoothly. The main objective of this task is to identify and analyze the HRM issues which are being faced by Canva while initiating and growing the business. Canva which is a graphic design Corporation has been chosen in the task. The research study shows that how Canva faces ample of HRM issues such as lack of promotion and excessive overtime that may impact on the performance of the workers. Innovative and dynamic solutions that are used by Canva have also been presented in the task widely. At the end, recommendations that help the firm to overcome these issues also are drawn in the paper.
Canva is a graphic design tool website which is incorporated in 2012 (Canva, 2018). The company uses a drag and drop format and renders access to over a million graphics, photographs and fonts. It is used by professionals, experts and non-designers to attract maximum number of customers internationally. The company was founded by Melanie Perkins in Australia. It has been analyzed that Canva has an excellent team of developers, artists, marketers, designers, investors and advisors. They have come from unpredicted places to perform roles and responsibilities effectively and efficiency (Canva, 2018). Canva is loved and used by millions of people across the globe. The company has approx 750,000 users in the global market. The team of Canva work to attain common goals and objectives in the competitive market.
Mission plays a major role in achieving the long term vision effectively. The main mission of Canva is to help the customers or clients for selecting innovative and attractive designs, samples, drop and drag. It further works to provide nice and dynamic content to the customers. Apart from this, the firm wants to provide amazing tools, methods and templates which make easy the whole progress.
The main vision of Canva is to become a leader in the graphic design industry by providing innovative apps and templates to the customers around the world. It further works towards the improvement and enhancement of culture and working environment. The firm is communicating and collaborating effectively with customers to maximize and boost profitability in the international market. Along with this, it is maintaining good and strong relationship with customers to make a strong image in the minds of the customers who are interested in graphic, design and tools.
The core values of the company include concise, outcome oriented, inclusive, integrity, dignity, accountability and honesty. These core values help Canva to be a leader in the global market. It is also providing innovative solutions to the customers with using unique core values (Horwitz, 2009). The solutions and products which are crafted by Canva are used by millions of people in more than 190 countries every day. In today’s globalization world, the company is growing rapidly, the company still got a very small product team thus, every single employee plays various roles and responsibilities and has a wider impact on the community as well as business. It is studied that the firm works closely with designers, stellar engineers and growth marketers to explain the next generation of Canva’s products on regular basis. With effective and unique core values, the company takes the user experience and knowledge seriously and effectively. It does not want one button or word out of place along with this, the firm cares highly about the feel and look of the products. Simplicity is another significant core value for Canva that helps in growing and improving the business internationally. One of the significant core values is to ‘make difficult things simple’ and the product managers or leaders need to be the champion of this value (Canva, 2018). Canva is looking employees who posses good communication and UX skills (wire framing, prototyping and visual communication). The applicants who show both of these attributes in the interview process are usually very successful and effective at Canva.
Questionnaire
It is stated that there are various methods can be used by the company to gain knowledge about the customers internationally. The company uses interview questionnaire method that has been discussed below.
Gender and experience
It is noted that various people are included in the interview questionnaire. It is analyzed from the various studies that 6 out of 10 experts and professionals are man and 4 are women. Various male and female can participate in this method. The majority of the experts or professionals must have 2-4 years of experience. Only few people have less than 2 years of experience. It is noted from the overwhelming study that goals and objectives are maximized and attained by collecting ample of data and facts from the workers to handle and eliminate the HRM issues and boost the productivity and efficiency of them.
It is essential to encourage the workers to boost and enhance the profitability and outcomes in the competitive market. It is very much essential to identify and analyze the issues related to promotion and excessive overtime because it affects the working capacity and efficiency of the workers to a large extent. By reducing these issues, the company can attain customer loyalty and trust and improve job satisfaction globally. It also helps in providing job security to the workers widely.
It is needed for Canva to promote and encourage the workers effectively to increase efficiency and outputs. Along with this, the company can promote and improve the efficiency and performance by launching new programs and sessions. Apart from this, innovation performance appraisal sessions can be conducted by Canvas to build and improve the promotion. It will help to maximize and boost morale, loyalty and trust among the workers. The flexible and remote work arrangement could be provided to the employees to make happy and healthy them at the workplace.
It is analyzed from the various studies that promotion and incentives are significant to uplift outputs and increase job satisfaction. It is noted that higher promotion lead high job security among the workers. If the workers are promoted to a strong and high profile or position then they can able to face various risks and threats of the market. Remote work arrangements help the employees to maintain a balance between work and home.
The promotion schemes and flexible working hours are essential and significant for the company to gain competitive benefits in the global market as it further helps Canva to run the business actions and operations effectively and efficiently. By using promotion schemes, the company does not need to invest money on external candidates for training and development. Apart from this, remote work arrangement helps to improve the performance and productivity of the workers. Thus, it is beneficial for the company in the competitive market.
It is stated that the company collects feedback and reviews from the top management and managers to judge and analyze the performance and efficiency of the workers. For this purpose, the firm uses career advancement programs, talent management and innovative performance appraisal method to earn more and more revenue in the global market. Motivation theories and approaches are also implemented by the company to overcome various issues related to promotion and excessive overtime. Employee engagement is done by the company to improve and encourage their efficiency and performance. In addition, strong and open communication is maintained by the firm to make good relationship with employees at the workplace. In the absence of strong and open communication, the company is facing ample of issues and challenges while functioning at international level. Remote work arrangements are being provided to the workers to motivate them for exercising tasks and duties in a hassle free manner. An audit committee is appointed by the Canva to keep an eye on performance and efficiency of potential candidates.
It is examined that Canva is facing ample of challenges and issues while working in the international market. In today’s era, the firm is entertaining several issues such as financial problems, gender issues, lack of promotion and excessive overtime issues. Lack of promotion and encouragement are major issues in Canva that are being managed and handled by the company (Nicholson, 2018). Due to lack of promotion, the employees are thinking to switch the job or employment. It reduces job satisfaction and job security of the workers and affects the financial position and image of Canva adversely (Scullion and Collings, 2011). It is noted that no worker wants to be stuck in a dead end job, regardless of its benefits and compensation. Due to this, many workers start to look for work elsewhere when they realize they have no promotion opportunities and motivation at their current position (Gupta and Shaw, 2014). Along with this, lack of advancement opportunities is most significant reasons workers begin to look for new employment in the global market (Schnotz, 2018).
It is elucidated that lack of advancement can push an employee out the door and into position with some other companies. It largely affects the brand image and goodwill of Canva adversely. Monetary impact is another reason that affects the growth and progress of the company and employees as well (Singh et al, 2012). If the company is failed to provide monetary benefits to the employees then they think to switch employment and go in competitive organization (Steinmetz et al, 2011). It has been found that Canva creates fewer open positions, thus it can be complex for the company to promote and motivate their workers at a higher rate. Resistance to change also increases due to lack of promotion in the workplace that affects the growth rate of Canva to a large extent (Boon et al, 2009). It has been found that monetary compensation and rewards are significant for the company to keep employees motivated and happy while performing roles and responsibilities. It is elucidated that the company does not provide training and development coaching to the workers thus it may also affect the working capacity of them at the workplace. Lack of promotion and excessive overtime further affect the strong and unique relationship of the workers and employers (Boxall and Purcell, 2011). These issues also affect the organizational culture and environment of Canva. The employees get disturb and disappointed at the workplace due to lack of promotion and excessive overtime. Lack of promotion leads stress, frustration and dissatisfaction among the employees in the organization (Leviticus, 2018).
The opportunity for advancement as any manager and employee knows, is a great and significant way to promote the employees. It has been found that Canva needs to use innovative policies, strategies and approaches to handle and manage the issues related to promotion and excessive overtime (Vermeeren, Kuipers and Steijn, 2014). The company needs to introduce new appraisal schemes and strategies to overcome the promotion issues in the workplace. It has been further noted that Canva should focus on the working environment and culture to motivate the employees towards the attainment of goals and objectives widely (Sessoms, 2018). Training seminars and computer based training need to be conducted by Canva to mitigate and reduce issues and challenges related to promotion and excessive overtime. Monetary benefit is one of the significant ways to prevent and decrease promotion issues at the workplace (Thompson, 2011). The company should provide monetary benefits, rewards and recognition to the employees for enhancing and leading their performance and productivity towards the achievement of targets and goals (Mariappanadar, 2012). Innovative and effective advancement opportunities can be launched by Canva to build and develop a dynamic image in the global market. It is further significant to keep opportunities for workers in mind when making offers and structuring teams. The career ladder is an effective and vital method managers use to motivate and promote the workers (Van Buren III, Greenwood and Sheehan, 2011). The employers need to conduct a methodical workplace risk assessment to keep employee happy and healthy at the workplace. They need to investigate and analyze all incidents and near misses and evaluate the root cause to overcome the various issues and concerns related to HRM (Weekes, 2014). It is portrayed that the firm needs to communicate and collaborate all the changes in work processes and equipment to employees. Apart from this, leaders need to assist and guide the workers for conducting business functions in a hassle free manner (Zibarras and Coan, 2015). They should encourage and promote the employees to report health and safety issues. Moreover, Canva promotes and improves safety training sessions and seminars to avert and minimize the promotion and excessive overtime issues (Lucas, 2018).
It is recommended that Canva should focus on the remote work arrangement to handle various concerns related to excessive overtime. The firm further should develop a safety and effective leadership culture at all levels of the business and ensure all managers of the company uphold the rules, standards and principles of a favorable safety and culture. Open communication shall be promoted at the workplace to communicate with majority of people in the workplace. Formal mentoring shall be provided to the employees to boost efficiency and productivity of the workers globally. Career advancement programs shall be held to improve and enhance the skills and talents of the workers internationally. In this way, the company can strive and grow its business in the international market and can attract more consumers. The mangers must make strong relationship with coworkers to reduce and identify their issues, queries and complaints while functioning. Motivational drivers further shall be used to boost the performance and productivity of the subordinates at the workplace. It is studied that Canva should focus on the internal promotion to reduce training costs and increase efficiency of the current workers. Recognition and reward are also needed to eliminate the issues and challenges related to promotion, motivation and excessive overtime. Remote work arrangements like work from and part time job further help in mitigating and minimizing promotion issues.
Conclusion
It is concluded from the above discussion that lack of promotion and excessive overtime are significant issues that are being dealt by Canva while initiating the business globally. These are the serious and significant issues and challenges that need to be managed and resolved by the company. These issues further affect the working capacity and capabilities of the employees adversely. Therefore, it is essential to overcome promotion and excessive overtime issues to a large extent. Motivation is fundamental factor that helps in reducing these issues globally. It is analyzed from the above study that promotion plays a major role from the employee and organization point of view because it leads higher productivity and job satisfaction. The company can overcome on these issues by implementing innovative strategies and approaches.
References
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Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Macmillan International Higher Education.
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Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), pp.1-4.
Horwitz, F.M., 2009. Managing human resources in Africa: emergent market challenges. The Routledge companion to strategic human resource management, pp.462-75.
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Nicholson.N.2018. How to motivate your problem people [Online]. Available from https://hbr.org/2003/01/how-to-motivate-your-problem-people [Accessed as on 22nd October 2018].
Schnotz.W.2018. Problems that can develop without promotion with employees [Online]. Available from https://smallbusiness.chron.com/problems-can-develop-promotion-employees-41323.html [Accessed as on 22nd October 2018].
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
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Singh, S., Darwish, T.K., Costa, A.C. and Anderson, N., 2012. Measuring HRM and organisational performance: concepts, issues, and framework. Management Decision, 50(4), pp.651-667.
Steinmetz, H., Schwens, C., Wehner, M. and Kabst, R., 2011. Conceptual and methodological issues in comparative HRM research: The Cranet project as an example. Human Resource Management Review, 21(1), pp.16-26.
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Van Buren III, H.J., Greenwood, M. and Sheehan, C., 2011. Strategic human resource management and the decline of employee focus. Human Resource Management Review, 21(3), pp.209-219.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance. Review of Public Personnel Administration, 34(2), pp.174-195.
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