Government Support for Growth and Development in the Automotive Industry

The provided content focuses on the growth and development of businesses in Germany, specifically in the automotive industry. Advanced technologies are mentioned as a key factor in this growth, along with references to various learning theories and strategies for managing human resources. The importance of local needs and resources assessment is also highlighted. Additionally, the report touches upon the benefits of Berlin as an attractive location for businesses and discusses team dynamics. Overall, the content suggests that understanding advanced technologies, utilizing effective learning strategies, and leveraging local resources are essential for business growth in Germany.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
Introduction.....................................................................................................................................3
TASK 1: Understand learning theories and learning styles....................................................4
1.1 Comparing the learning styles..........................................................................................4
1.2 Learning curve and its role................................................................................................5
1.4 Explaining the importance of transferring learning at the workplace.........................6
1.5 Briefly describing three learning theories.......................................................................6
1.6 Learning theories and styles that contribute in the planning and designing of
learning events in organization...............................................................................................7
TASK 2: Be able to plan and design training and development............................................7
3.1 Using Belbin’s Theory and explaining the roles that people play in a team..............8
3.2 Selecting a news subject and using Belbin's theory to analyze the team dynamics
.....................................................................................................................................................8
CONCLUSION.............................................................................................................................13
references.....................................................................................................................................15
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INTRODUCTION
In any company, growth of employees depends on training given to them and
their progressive development. It means employee’s skills and abilities would helps the
organization to maximize profits. This is called as human resource development. The
present report has been made on Audi which is the brand automobile company. Being
the HR coordinator of company, I and the management team mainly focused on
effective selection process to hire qualified and skilled trainees. Leaders should possess
good communication skills. Audi hire trainees with who are having excellent
communication skills which in turn help the employees to understand instructions, goals
and work expectations. With this, trainees would get the chance to connect with the
prestigious automobile company. Major goal of Audi is continuous selling of luxurious
cars all around the world. For this, Audi adopts some learning styles and curve to fulfill
its goals.
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TASK 1: UNDERSTAND LEARNING THEORIES AND LEARNING
STYLES
1.1 Comparing the learning styles
The two learning styles are as follows:
Honey and Mumford
This learning style is based on four folds. They are:1. Activist: They are the employees who believe in doing work at the time when they
get the work without thinking of deadline. These are the people who research for
topics to a dead end. Such employees love to work without preparation (Nemet,
2006). They are the risk taker.2. Reflector: In this, the employees are deep thinkers. These employees tend to
think more before any action. They reck on all implications. The reflectors can be
regarded as the decision makers and so, they listen to each one. They work with
a plan and feel uncomfortable in unfavourable situations (Learning Theories,
2015).3. Theorist: These are the employees who are logical, rational and analytical. The
employees do not like uncertainty and risks. In other words, they are risk-
adverse and want their work to be perfect with no uncertainty (Schmeck, 2013).4. Pragmatist: They are the operational level workers. These employees work on
theoretical basis. They tackle the work straight away, love mentoring and
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feedbacks. They do not like open questions and need clear guidance.
Phil race
The Phil Race model is progressive in nature. It has 'needing/wanting' at the
heart which means all the physiological needs of employees must be fulfilled from the
job that they are 'doing'. 'Feedback' is optimistic approach, which shows the good and
bad points of employees (Developing a Plan for Assessing Local Needs and Resources,
2015). So, Phil places 'needing/wanting' at the very center of model. This in turn creates
motivation for employees. Placing 'needing/wanting' at the center shows intrinsic
motivation for which an individual works and gets feedback at the end circle for self-
assessment of employee. The assessment can be done through instructors, fellow
learners, self-assessment questions and so on.
1.2 Learning curve and its role
The explanation to learning curve is as follows. If an employee is appointed to do
the similar job with repetitive time, then after some time, there is betterment in their
action (Nemet, 2006). If information is gathered over a period of time, the curve build on
the chart will show a decline in effort during each operation. In cost reasoning,
estimation and this curve is very important. This curve is called the learning curve. The
role of learning curve in Audi is:
 Learning curve helps in Valuation of decision in Audi which is based on figuring
of future costs.
 The curve aids in making manpower program based on approaching
requirements of Audi.
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 It helps to set up of bonus structure in company for employees.
1.4 Explaining the importance of transferring learning at the workplace
Transfer learning means the process in which past experiences impact upon
learning and execution in a new situation. Importance of transfer learning in Audi is
described as below:
 Transfer learning aids in creating an optimistic work surrounding for superior and
subordinates in Audi as it renders proper employment and interaction between
various levels of company (Developing a Plan for Assessing Local Needs and
Resources, 2015).
 Transfer learning alters to an extent for employees of Audi to learn from the given
tools and techniques. This in turn assists in improving the aspirations of
employees.
 It improves skills and helps in the development of employees that are working
with Audi (Schmeck, 2013).
1.5 Briefly describing three learning theories
Employee’s learning theories show the learning behavior of individuals (Nemet,
2006). It means the way in which a person is reacting during the learning process. In
attempt to continual process, learning decreases per unit each time. The 3 main
theories are: Andragogy (Adult Learning Theory) - In this theory, Adults need to be involved in
the thinking and estimation of their direction. Experience renders the ground for
learning activities. Mature learning is question-focused rather than content-
bound. Adults are almost curious in teaching subjects that have proximate
connection and consequences to their business or private life. In context to
above, day to day task experiences make employees of Audi to adopt this
learning theory (Learning Theories, 2015). Constructivism- Learning is a progressive process in which individual constructs
new content or idea based upon their actual/past cognition, ethnical interactions
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and status that affect the building. Constructivism comes with removal of
standard information. Alternatively, in Audi, constructivism promotes by using
customized knowledge for easy understanding of employees.
 Connectivism- In connectivism theory, data system can be stored in a different
digital appearance. Learning and cognition gives variety of opinions. Learning
flows through the use of both; the psychological feature and the impelling arena.
In Audi, employees of finance department use this learning theory to store data in
the digital format (Developing a Plan for Assessing Local Needs and Resources,
2015).
1.6 Learning theories and styles that contribute in the planning and designing of
learning events in organization
Learning theories and styles contribute the planning and designing of learning
events in Audi. The cognitive content of Audi is continuous selling of cars. This has led
to Audi’s name to grow up to a new record level this year. Being the HR coordinator, I
have found that the learning theories and styles help my company to head towards the
next juncture of delivering 4 million Audi vehicles around the globe (Nemet, 2006). For
this, I need a highly expert worker who can help in optimizing and booming the
worldwide dealers (Learning Theories, 2015). In organization, learning occurs when
individual worker are more skilled and help in rising of technologies and tools. This in
turn improves the organization’s cognition and influences its development. This shows
the cognitive theory as a part of planning and designing event (Schmeck, 2013).
TASK 2: BE ABLE TO PLAN AND DESIGN TRAINING AND
DEVELOPMENT
Newsletter format attached in separate file
TASK 3: TEAM WORK
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3.1 Using Belbin’s Theory and explaining the roles that people play in a team
Belbin’s theory of team role helps to discover the strengths and weaknesses of
team members of an organization. Audi makes more than one lakh cars annually. Being
such a big scale producer, company understands employee satisfaction towards their
jobs. Roles that people play in a team at Audi are described as below:
 Audi makes it to a point that every employee is equipped with their functional
responsibility. It is only when an employee will give good results in the job and
understands his job responsibility (Moti, 2015). Failing at which not an individual
but the whole team's line of work will suffer.
 Behavior towards co-employees is important as in this industry; team work is a
crucial part of team performance. To work effectively in a team, every team
member has to follow good behavioral policies to help the team-mates to work
better.
 The company believes in building mutual communication and understanding.
Without effective communication and understanding, any given task will not be
completed and will be left with some or the other flaws (Manu, 2015).
 The most important element of Audi is to manage team member’s weaknesses
and strengths. To produce a combine effect between team members, everyone
must be aware with their positive and negative sides. This habit promotes
synergy between team members.
3.2 Selecting a news subject and using Belbin's theory to analyze the team dynamics
Audi in 2014 was voted as Germany's best employer. Almost 19,000 employees
from Germany voted the company as employer of the year (Audi Owners Club, 2014).
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(Source: Leadership Solutions, 2007)
According to Audi, effective teamwork will only appear when every employee of
company will understand the extent to which it is important for them to co-operate as a
team. Coordinators at Audi make it a point to systematically delegate the work authority.
Resource investigator performs check on whether the task from the source has been
allocated. Every employee in company works in team spirit with promoting cooperation
and communication between the team members of Audi (Carrillo, 2007). The
automotive firm evaluates and monitors the task of each employee. Specialists help in
providing ideas and new technical assistance to the group members.
These indicators generate efficient and skilled employees within a team. If any
team does well in the organization, it raises the standards of work quality. This in return
promotes other team to create excellent task force in the company.
3.3 Suggesting two alternative ways that can analyze the team dynamics
Team dynamic methods are useful in the development of team members and it
also helps in enhancing the participation among employees. Two alternative methods
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Illustration 1: The benefits of Berlin

that can be used by Audi are Benne and Sheats Group Roles and Team dynamics
Jigsaw (Price, 2007).
According to Jigsaw theory, a topic is divided into smaller and interrelated pieces.
Each member of the team is allocated with a smaller piece. After each member of the
team properly understands their task they then try to help other team member. After
each member is done with the task, they report it to the leader of the automotive
company.
(Source: UDEL, 2000)
This theory implies that segmentation and delegation helps to make the task
easy as each member of the team gets in which he/she is expert. Through it, they can
easily complete their job responsibility in Audi. This theory is also used many times as a
drill exercise to incorporate participation in team. Jigsaw theory also promotes
confidence between employees as it generates communication between tasks. Teams’
composition is also an element which helps to identify the strengths and weakness of
employees that are working in Audi.
Benne and sheats group roles emphasize on getting the work done. Each
employee of the team is given with a different role. Each member of the team
contributes to the team in their respective roles (Moti, 2015). Audi encourages team
participation and this theory abides by the same. Each member performs individual and
social roles of a team. The goals are set according to the content of task. The company
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Illustration 2: Team
Dynamics

invites ideas from employees and tries to implement them in the team. Performance is
evaluated on the basis of quality of work done by each member.
4.1 Explaining the role of Government in training and development
Government of UK is taking regular initiatives to promote the development in
automotive industry. Supportive aids are provided to promote the sales and business of
this industry. Government's positive intervention helps them to work in a more effective
way result of which is great models of Audi. Governmental support to Audi is:
1. Financial Support- Government in United Kingdom promotes innovation and
techniques in the field of automotive. Exemption in taxes is the most important
element of financial help from the government. Loans are provided at low rates to
raise the sales of this industry (Simpson, 2014). Finance from banks and from
any other financial institution is also provided on quick time basis.
2. Training and development- Various research institutions are set to teach
individuals and trainees about the dynamics of automotive industry. Research
and development support is provided by the host plant country to promote the
production in that country (Carrillo, 2007). Training camps are held by both Audi
and government. International tech expo is held each year by Audi to promote its
technological advances.
3. Laws and regulations- Vehicle legislation's, Transport policies and various other
automotive laws are framed by United Kingdom’s government to safeguard the
rights of society. Audi uses verified technology by the government to reduce the
carbon emissions by their product. Pollution act also guides the automotive
industry to limits its daily pollution range.
This helps in building cordial relation between Audi and the government.
Government support over the decades has helped the automotive industry to expand in
international markets as well.
4.2 Explaining the way in which competency movement has made an impact on both
public and private sector
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Competence is the capability to do a given task efficiently. The competency
movement in UK initiated on increasing competitive advantage to create effectiveness in
the work. It has affected both public and private sector companies. This movement
lights on technical and behavioral aspects of private-public companies. The following
can be understood by:
Technical Competencies- Public companies lack in technical support as
compared with the private firms. Private companies are more advanced in technology
and research whereas public companies do not provide the same level of technology.
Private firms have an advantage to import the technical help from the international
market. Public companies on the other hand do not use the same. Engineers and
trainees in the private company are highly compatible whereas public companies lack in
recruiting highly skilled engineers (The Benefits, 2007).
Behavioral Competencies- Private Company does not think of the development
of society but they rather prefer only on profit making. As their core activity is business,
they try to bring cost based advantages to companies. Public firms on the other hand
prefer to work for the development of society. They reduce their cost and provide cost
effective product to the customers. Private companies in order to compete with their
fellow brands forget to identify the middle class as their customers (Team Dynamics,
2000). They concentrate on the elite class and create business leveled from them.
Competency movement gave rise to competency management. The
management of same helps in meeting the performance oriented targets which in return
provides learning and development opportunities.
4.3 Acknowledging UK government training initiatives over the past decade
UK government is very supportive towards automotive industry. These
opportunities provided by the government help in getting new innovation heights in the
field of science.
 Trade Negotiations- UK exports 50.8% of vehicles to over 100 countries (SMMT,
2013). To ensure fair trade practices are followed the government keeps an
active check on the trade policy at AUDI. Government helps in reducing tariff and
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non-tariff barriers to promote free trade in the country.
 Standardization- Audi believes in standardizing its product quality. Government
has passed out many rules and regulations to maintain different environmental
objectives. Automotive industry sets the standards like low carbon emissions and
road safety (Manu, 2015).
 Innovation- UK government strikes to make it compulsory for Audi to create
innovation in techniques and technology. Various innovations have been brought
in automotive industry over the period of time. Matrix Beam LED headlights, plug-
in electric hybrid and Audi connect technology are the latest innovative feature of
Audi in UK (Audi, 2015).
 EU Funding- EU provides funding facilities to research affiliated work in the
automotive industry. € 1.5 billion budget is allotted to save energy efficiency and
vehicles power trains by the government (SMMT, 2013). There is a positive effect
on the automotive industry by the funding aids that are provided by the
government.
 Workforce mobility- Labor welfare programs are provided to enhance the skills of
workers. In Audi, labor mobility helps in providing free spirits and generates
innovations in the mindset of the workers. As this industry has its routes in the
international market traveling projects are assigned to the workers.
Audi researches and brings out new dimensions in this cutting age era of
technology. These are helpful in raising new heights. Globalized reach of Audi promotes
in its diversified technological skills.
CONCLUSION
From this study, it is concluded that Audi believes diversity as its strength. The
research also shows that every employee cannot be perfect with everything. Each
employee is equipped with the quality to which they can perform at best of their
capabilities. In Audi, every task is a team’s responsibility and not of an individual. As
researched above, Audi works on high dimension of technology. It requires regular help
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from the government to support them. Time to time assistance is provided to help them
to grow business in the country.
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