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APA
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Mathematics & Economics
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English (U.S.)
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Analysis of ByteDance Organizational Behaviour (Term Paper Sample)

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ABSTRACT
The main focus of this paper is an analysis of ByteDance organizational behaviour. This paper is divided in four main subsections that are outlined in form of questions. The first question primarily draws on human resource practices in relation to talent management the case of ByteDance. Strategies that impact on the growth of employees’ talent, sourcing of talents, recruitment and the retention of talent. Additionally, a summary on talent management is drawn. The second question focuses on corporate culture and structure and the importance of culture and structure to employees’ behaviour. In the subsections of this question, we look at ByteDance corporate culture, ByteDance corporate structure where we offer visuals on the company’s structure and chart and lastly, we look at the impact of both ByteDance corporate culture and structure on ByteDancers. On the third question, we look at emotions and employees’ personality impact on employees’ motivation. In this section, we outline how ByteDance can apply the knowledge of emotions in ensuring employees motivation. In question four, I offer future remedies to ByteDance operations and organizational behaviour if I was the future leader at ByteDance.
INTRODUCTION
ByteDance Limited is a multinational primarily related with internet technologies. ByteDance was founded in 9th March 2012 by Zhang Yiming, who is the current Chief Executive Officer and chairman of ByteDance. The headquarters are located in Beijing and under law, ByteDance is domiciled in Cayman Islands. Currently as at May 2020, the company is worth above US $140 billion. The company has employed over 60,000 employees and still looking to employ more personnel. The mission of the organization is “inspire creativity, enrich life.” Whereas the vision is “to build global creation and interaction platforms” (Xiaoye, 2019).
The company is responsible for the development of world-class talents and engagements in collaborative learning cultures since it focuses on the creation of learning design and technology that enables innovation and business competitiveness. ByteDance is focused in the creation of global platforms that will boost interactions and creativity. Currently, 75 languages can use ByteDance products. Some of ByteDance products include Tiktok, Helo, Vigo Video, Douyin, and Huoshan (Xiaoye, 2019).
In this paper, we will look at ByteDance as our case study to the illustration of how talent management is used as a human resource management. We will also examine ByteDance corporate culture and corporate structure and offer a visual illustration of the structure. Additionally, we will look at how emotions impact on motivation as well as offer means in which ByteDance can actively use emotions to boost company’s productivity. Lastly, the focus will be on recommendations for future ByteDance excellence.
QUESTION 1: HUMAN RESOURCE PRACTICES:
Talent management
Overview
Companies have widely grown and shown great adaptation to the digital era. Due to the rapid changes, most organizations have impacted change in human resource management especially in the sector of talent management. Scholars definition of talent management shows that it is the recruitment, retention and development the most superior and talented individuals that are available in the labor market (Heathfield, 2010). Due to the shortage of talented people in the job market, human resources focus on ensuring that the already available talents are adequately managed via the use of talent management strategies which we will look at in the case of Byte Dance.
The main aim of talent management is to aid in the reduction of organizational costs during employee retention and to boost productivity and innovation levels of the employees for organizational success. In addition, with the aid of talent management Byte Dance human resource department can easily create viable strategies that would aid in the retention of the finest employees. Thus, the Byte Dance human resource department is liable for the current and the future development of the company.
Byte Dance Talent Management
According to Husser (2010), strategic talent management is the number one cause of innovation and development in the current economy. Byte Dance has proven that the use of talented employees can boost the company’s growth. Many factors have led to the dynamic strategic plans for employee retention and recruitment; however, corporate culture plays a major role. Zhang Yiming, the founder of Byte Dance says that the employees at Byte Dance are the main cause of growth. Currently, Byte Dance has over 60,000 employees and each employee been a crucial part of the organization says the Zhang.
Byte Dance is speculated to spend billions to cater for employees benefits and strategies for recruitment and retention. Some of the benefits enjoyed by Byte Dance employees include free meals and snacks, sick leaves, shuttle services, compensation for living, insurance benefits, retirement benefits and vacation benefits and policy. Additionally, a percentage of paid work hours have been set aside for the employees to develop ideas and innovate new things that would meet the current as well as the future demand of Byte Dance. Besides, educational and leadership programs are incorporated to ensure that ideas and concerns are effectively managed. In addition, during COVID-19 pandemic, the employees were handed out cash bonuses to aid them overcome challenges in the economy. Zhang wrote a letter to the employees thanking them for their hard work and dedication.
The main principles guiding the current talent strategy management system include the people, the principles and process (Berger, 2020). Under people, it involves the direct involvement of talent development. Under principles, the Byte Dance corporate strategy, themes, goals and objectives that will enhance effective talent management. While the process mainly represents the strategic reviews and the governance of the human resource department
According to Scullion & et al (2015), sourcing strategies looks at the talent discovery and identification. In Byte Dance, during job advertisement in sites like Glass Door, they highly recommend that the applicants be highly talented and qualified. Additionally, the company also employs individual who would couch other employees regarding talent. Byte Dance also partners with cross-functional leaders and stakeholders for the delivery of talent management interventions. The main aim of the partnership is to enable Byte Dancers to fully unlock their potentials and talent via the use of personalized learning initiatives. Byte Dance largely recruits interns that are crafted with learning experience and technological content that would aid them for talent development. The training team also aims at developing leaders that would effectively operate in teamwork.
The mission of Byte Dance is to inspire creativity for future growth, which the company largely initiates via internship training. Byte Dance ensures engagement of employees during internal and external events, team building activities, orientations and employee engagement during talent development programs. The company actively conducts research to offer the best practices for talent development initiatives this is done via the department of talent development. By supporting regional ad hoc projects, Byte Dancers are able to closely interact with international counterparts and the APAC (Asia-Pacific) teams for skills and knowledge exchange and implementation of the best practices.
Finding talented individuals cannot be done randomly, based on Belt (2012) study, there is a 45%, 22% and 22% chance of companies looking for talent in job posts, web searches and search engines respectively. In Byte Dance, talent sourcing is done via job posting where they use sites such as glass door, LinkedIn and many more. Recently, Byte Dance focused on the recruitment of 10,000 employees in 2 months, since most people are currently on lockdown and need entertainment. Thus, with the aid of the 10,000 employees onboard, Byte Dance will continue to scale up. The major talent retention strategies used in Byte Dance include; recruitment of the right and talented people, improvement of talent management abilities, measurement of talent retention strategies effectiveness, improvement of retention techniques, empowerment of employees and constantly offering employees feedback on goals achievement (Scott & et al., 2012)
Summary
Conclusively, Byte Dance is furiously acting on competition via sourcing of the best talents in the job market. Huge investments on employees indicates that talent management is essential for the growth of the company. Nevertheless, Byte Dance recruitment is both via social media networks and via old way of recruitment, hence, the combination of employees from all dimension’s aids in the development of different innovations and thus, aiding in development of the best ideas in the field of technology. Therefore, talent management is a great tool for effective and successful human resource management.
 
QUESTION 2: BYTEDANCE ORGANISATIONAL CULTURE AND STRUCTURE
Overview
Organizational culture and structure play a huge role for the achievement of organizational goals and objectives.  Organizational culture shapes organizational structure since it generates the designs and the implementation plan (Urinov, 2020). Hence, culture dictates the frame of reference for organizational management since it alters organizational decision-making processes. Nevertheless, both culture and structure define employee&rsq...

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